Dissertations / Theses: '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
Unrestricted

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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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Chigwendere, Fungai Beaula. "Towards intercultural communication congruence in Sino-African organisational contexts." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62395.

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Despite the prevalence of theories and research that could serve as guidelines for addressing intercultural communication challenges such as misunderstanding, ineffectiveness and inappropriateness in communication in Sino-African organisational contexts, the continued existence of these challenges suggests the inadequacy of such theories. Accordingly, in consideration of African and Chinese cultural perspectives, the aim of this study was to develop a hybrid intercultural communication congruence (HICC) framework in order to enhance intercultural communication and achieve intercultural communication congruence in Sino-African organisational contexts. In this study, intercultural communication congruence means effectiveness and appropriateness in intercultural communication. To achieve the study aim, an interpretive pragmatism paradigm was adopted, comprising a two-pronged approach of a synthesis of extant literature and theory as well as an empirical qualitative study, both underpinned by cross-cultural management theory. Based on the synthesis of literature and theory, a generic theoretical intercultural communication congruence framework underpinned by intercultural communication awareness - a state where communicants understand communication orientation and manner of communication in their own and their counterparts’ culture - was developed. A further contribution was a theoretical contextualisation of the generic theoretical intercultural communication congruence framework, resulting in a theoretical framework for intercultural communication awareness in Western, African and Chinese cultures and a theoretical intercultural communication congruence framework specific to Sino-African organisational contexts. Thereafter, with the aim of validating the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts, an empirical study was conducted with a sample of seven African and eight Chinese experts using indepth interviews with open-ended and semi-structured questions. Based on qualitative content analysis, six intercultural communication awareness enablers or conditions that enable people to understand communication in different cultures and contexts for the purposes of attaining intercultural communication awareness emerged. These were cultural orientation, manner of communication, orientation to rules and protocol, individual dispositions, intercultural communication influences and intercultural communication variations. An integration of the intercultural communication awareness enablers into the generic theoretical intercultural communication congruence framework results in an updated generic theoretical intercultural communication congruence framework. Then, informed by the updated generic theoretical intercultural communication congruence framework, a further contribution of this study was an empirical verification of the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts to result in a final hybrid intercultural communication congruence framework for Sino-African organisational contexts supported by the perspectives of those involved in interaction, rather than predetermined standards of other cultures. Empirical findings suggest that both African and Chinese colleagues maintain a sense of collectivism in the Sino- African organisational context, although this is demonstrated differently. In addition, African colleagues display a blended manner of communication characterised by a mix of Western and African ways while the Chinese manner is contextual and governed by roles and relationships. In African culture, rules and protocol are negotiated, aimed at social maintenance, while strong cultural patriotism ensures strict adherence in Chinese culture. In respect of individual dispositions, African people are seen as open and accommodating while the Chinese disposition could be described as closed and ambiguous. Also evident in the findings is the existence of within-culture differences and influence of noncultural factors on intercultural communication that should be addressed in order to achieve intercultural communication congruence. Finally, the frameworks developed and the methodological processes followed will stimulate academic debate and raise numerous questions for future research. Immediate future research could be geared towards refining the concepts of intercultural communication awareness, intercultural communication congruence and the hybrid intercultural communication congruence framework for Sino-African organisational contexts. At a management practice level, intercultural communication awareness insights provide a reference point for intercultural communication enhancement strategies and interventions in Sino-African organisational contexts.

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Gilmour, Sophia Mawani, and n/a. "Organisational culture and the communication of loyalty : an ethnography." University of Canberra. Professional Communication, 2006. http://erl.canberra.edu.au./public/adt-AUC20070119.152841.

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Loyalty management has emerged over recent years as a topic of significant importance in both academic and practitioner discourse, articulating the benefits of an extended relationship with key stakeholders including, but not limited to, customers, employees and shareholders. This research explores the theory and practice of loyalty management from a communications perspective. The thesis attempted to discover how the integration or non-integration of internal and external communication affects the communication of loyalty, in addition to how loyalty management contributes towards the organisation�s perceived creation of value. In doing so, it also examines how the practice of customer relationship management (CRM), integrated marketing communication (IMC) and the use of information and communication technology (ICT) plays a role in the communication of loyalty. The research entailed a three-year ethnographic study of a business-to-business financial services organisation specialising in vehicle fleet leasing and management services, comprising a review of relevant academic literature; and participant observation, focus group studies, qualitative surveys and document analysis. Besides evaluating loyalty management from a communications perspective, the thesis contributes towards the body of knowledge on Australian organisations from an organisational culture perspective, as well as exploring communication beyond the traditional boundary of within the organisation itself. Unlike most loyalty management approaches, the holistic stance considers other stakeholders besides customers, in detail. The study does not seek to establish validity and generalisability. Rather, the mainly interpretist approach preserves the form and content of human behaviour by detailing descriptions of the concrete experience of life within a particular culture and of the social rules, patterns and perceptions that constitute it. The findings showed that organisational communication has to be integrated and cohesive to enable the effective management of loyalty. Furthermore, the results confirm that the notion of organisational boundaries comprising �internal� and "external" communication is limited. Involved protagonists, acting together from within and external to an organisation, create, sustain and manage meanings through the use of signs and symbols within a particular context to form a unique culture or community. In addition, the notion of loyalty and the creation of value for the consequent success of the organisation is an important and valid perception for most of the stakeholders. For this organisation, the use of ICT and practice of CRM and IMC has varying degrees of impact, mainly enhancing the communication of loyalty. The detraction of value is caused primarily by the fragmentation of communication between the stakeholders, in addition to the existence of sub-cultures with conflicting needs.

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Ramcharan, Aneel. "Keeping record : applying organisational communication in intermediate phase classrooms." Thesis, University of Zululand, 2002. http://hdl.handle.net/10530/584.

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A thesis submitted in fulfilment of the Requirements for the degree of MA in Communication Science University of Zululand, 2002
In this thesis I present my recommendations regarding the role of organisational com¬munication and record keeping in Outcomes-Based Education within the intermediate phase classroom. I reveal that the fundamental switch from the traditional educator-centred teaching to learner-centred teaching in Out-comes Based Education requires that both educators and learners be in command of a range of communication strategies in order to construct meaning in the real-world social contexts. It will also be illustrated that intra-personal, interpersonal and small group involvements are all essential for successful teaching and learning to take place. The importance of verbal as well as nonverbal communication skills are also given due attention. Outcomes-Based Education is based not on knowledge, but on how we think learning takes place. The focus is on the mind of the learner as an knaginer, an inventor, a creator of ideas. What is clearly evident with this approach is the manner in which learners constandv ne¬gotiate, renegotiate and construct their own meaning. The focus is on the individual and not on the group. With this in mind, we need to note that everyone learns differently and we need to assess accordingly. As educators we also need to recognise what learners have learnt and we need to find ways of acknowledging that learning has indeed taken place. Out-comes Based Education requires a cooperative method of teaching which allows for democracy in the classroom. Learners are allowed to contribute freely about their daily ex¬periences. Further to this I examine the forms of communication that learners and educators must be in command of to succeed in OBE. I further recommend tools that can be imple¬mented to successfully manage assessments in OBE classrooms. A flexible database of spread¬sheets will be presented which could be adapted to suit individual schools.

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Horbury, Caroline R. J. "Organisational change and safety culture : the impact of communication." Thesis, Aston University, 1996. http://publications.aston.ac.uk/15325/.

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This research examines and explains the links between safety culture and communication. Safety culture is a concept that in recent years has gained prominence but there has been little applied research conducted to investigate the meaning of the concept in 'real life' settings. This research focused on a Train Operating Company undergoing change in a move towards privatisation. These changes were evident in the management of safety, the organisation of the industry and internally in their management. The Train Operating Company's management took steps to improve their safety culture and communications through the development of a cascade communication structure. The research framework employed a qualitative methodology in order to investigate the effect of the new system on safety culture. Findings of the research were that communications in the organisation failed to be effective for a number of reasons, including both cultural and logistical problems. The cultural problems related to a lack of trust in the organisation by the management and the workforce, the perception of communications as management propaganda, and asyntonic communications between those involved, whilst logistical problems related to the inherent difficulties of communicating over a geographically distributed network. An organisational learning framework was used to explain the results. It is postulated that one of the principal reasons why change, either to the safety culture or to communications, did not occur was because of the organisation's inability to learn. The research has also shown the crucial importance of trust between the members of the organisation, as this was one of the fundamental reasons why the safety culture did not change, and why safety management systems were not fully implemented. This is consistent with the notion of mutual trust in the HSC (1993) definition of safety culture. This research has highlighted its relevance to safety culture and its importance for organisational change.

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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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Van, Der Merwe Joanie. "The discursive construction of the concepts organisational communication and organisational culture in a merged South African company." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96138.

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Thesis (MA)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: This study investigates the manner in which the concept of communication is discursively constructed in a South African insurance company. The company recently underwent a merger which, according to the literature, should increase its awareness of communicative practices. The thesis builds on recent theoretical developments in organisational studies, more specifically, the linguistic turn. The focus falls on the way in which organisational communication is constructed by implementing the analytical tools of thematic analysis and discourse analysis. All of the participants in this study were involved with the merger that the company underwent. The sample of twenty-three participants included eighteen employees who took part in an electronic survey questionnaire and five employees who were individually interviewed. Additionally, documents concerning the merger were analysed to reveal the way in which the company’s organisational communication is constructed by managers. During the data collection, participants were questioned about their perspectives of organisational communication and organisational culture with regard to the merger. The data strongly shows that communication is generally not considered an important aspect in an organisation during the merging process. Interestingly, when participants’ attention is, however, drawn to specifically the concept of communication, a mechanistic view of communication is presented with only selected communicative practices considered as ‘communication’. The analysis further indicates changing communicative practices in the newly merged company. In conclusion, this study argues that organisations, especially in a merging context, can benefit from a greater awareness regarding the importance of organisational communication. Further linguistic research in the form of organisational studies in this regard is suggested.
AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die wyse waarop die konsep van kommunikasie deur diskoers gekonstrueer word in ŉ Suid-Afrikaanse versekeringsmaatskappy. Hierdie organisasie het onlangs ŉ amalgameringsproses ondergaan wat volgens die literatuur behoort te lei tot ŉ toename in bewustheid van kommunikatiewe praktyke en veroorsaak dat die konteks ŉ kardinale element in die navorsing is. Hierdie tesis bou op onlangse teoretiese ontwikkelings in organisatoriese studies, met ‘n spesifieke fokus op diskoers en taal (die ‘linguistic turn’). Die fokus val op die manier waarop organisatoriese kommunikasie gekonstrueer word deur die analitiese metodes van tematiese analise en diskoersanalise te implementeer. Al die deelnemers in hierdie studie was betrokke by die amalgamering van die maatskappy. Die steekproef van drie-en-twintig deelnemers sluit agtien werknemers in wat aan die elektroniese opname deelgeneem het en vyf werknemers waarmee individuele onderhoude gevoer is. Dokumente aangaande die amalgamering is addisioneel geanaliseer om sodoende die wyse waarop die maatskappy se organisatoriese kommunikasie gekonstrueer word deur bestuurders, aan die lig te bring. Gedurende die data-insameling is deelnemers ondervra aangaande hulle perspektiewe op organisatoriese kommunikasie en organisatoriese kultuur ten opsigte van die amalgamering. Die data dui daarop dat kommunikasie oor die algemeen nie beskou word as ŉ belangrike aspek van ŉ organisasie tydens die amalgameringsproses nie. Tog, wanneer die deelnemers se aandag daarop gevestig word en hul gevra word om spesifiek te fokus op die konsep van kommunikasie, word ŉ meganiese uitkyk van kommunikasie voorgestel met slegs geselekteerde kommunikatiewe praktyke wat as ‘kommunikasie’ beskou word. Die analise lig verder die idee van veranderlike kommunikatiewe praktyke in die nuwe geamalgameerde maatskappy uit. Ter opsomming voer hierdie studie aan dat organisasies, veral in ŉ amalgameringskonteks, baat kan vind by ŉ groter bewustheid omtrent die belangrikheid van organisatoriese kommunikasie. Verdere linguistiese navorsing in organisatoriese studies in hierdie verband word voorgestel.

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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.

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Johnson, Tew Colleen Paula Francine. "A field experiment for analysing organisational communication strategies and outcomes." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ53499.pdf.

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Hartmann, Stefan. "The relevance of internal communication in contexts of organisational integration." Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/19764/.

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This study has examined the relevance of internal communication in contexts of organisational integration ('merger communication'). Today, mergers and acquisitions represent a key means of growth. The fundamental impacts of mergers on the people within the affected organisations are, however, frequently underestimated. Many difficulties experienced in mergers appear to be the result of misguided communication founded on a lack of understanding of the underlying communication processes. Previous research and practice on merger communication may have relied too heavily on transmission-oriented approaches which insufficiently address the complexities of merger scenarios. The present study adopts the philosophical commitments associated with 'critical theory' and 'critical realism'. In methodological terms, a qualitative, interpretive approach was used for the research. The data analysis was split into two parts: the first part involved data collection and analysis using grounded theory. As a result a new theory of merger communication was induced. Primary data was obtained by interviewing 32 subjects who were involved or affected by merger integration. Subjects questioned had differing backgrounds, occupied various positions and gained experience in different organisations. The second part of the research involved a broadly-based literature review which, detached from grounded theory principles, served to corroborate the findings from the primary data analysis. The study found that merger communication involves reciprocal interaction processes. During these processes, fields of joint and socially constructed views are produced. Overall, the study advances communication theory which has been empirically tested in merger settings, i.e. there was an examination of the interplay between communication and organisational integration. As a result the field of cultural communication, a route within communication theory, has been furnished with an explanatory approach which extends current understanding of shared meaning relationships. The mergers and acquisitions theory on the other hand is confronted with the finding that an instrumental approach to communication is of limited use only. While a few academics in the area of mergers and acquisitions have regarded merger communication as involving the sharing of meanings none have developed this idea any further with an overarching model.

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Monye, Anthony Otomi. "Stakeholder loyalty: an exploration of the dynamics of effective organisational communication." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1418.

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Thesis submitted in fulfilment of the requirements for the degree Magister Technologiae: Public Relations Management in the Faculty of Informatics and Design the Cape Peninsula University of Technology 2013
The perception that an organisation wants its stakeholders to have is its desired identity. Its actual identity is what the stakeholders actually know or think about the organisation (Walker, 2010: 366). Stakeholder loyalty is an invaluable and positive consequence of any organisation’s effective communication. An organisation’s management should be proactive in the face of any negativity (finding its way into businesses and in the fragile and sensitive circumstances of stakeholder relationships). There is a gap between organisations and their specific stakeholders as a cumulative result of misinformation or lack of information. Organisational communication, especially via the press, enhances sustainable stakeholder loyalty, which contributes to an organisation’s advantages and economic essences. The purpose of this study is to explore the dynamics of stakeholders’ effective organisational communication via the press and media reports on Eskom, and to identify and isolate critical elements in this dynamic process. Although the study is primarily explorative and descriptive, public press reports will be analysed to contribute to the larger purpose of exploration and description. This research draws on the aims of corporate reputation to assist organisational insiders and external stakeholders to activate positive organisational behaviour with consideration of media interpretations in order to answer the problem statement. The fact that Eskom is a government parastatal which was established to supply and regulate electricity with no other competitors does not imply that they do not have to work on a positive brand image, perception and stakeholder satisfaction. This is even more pertinent when it is argued that the taxpayer’s money is used for much of the excessive spending that the senior employees ostensibly enjoy. Whether an organisation is small or big, its priority of relevance is not placed on competitive success, but on its image with all its stakeholders at all times. In considering stakeholders’ perceptions, there are huge business expansion possibilities for corporate bodies and organisations whose business mission statements reflect stakeholders’ satisfaction and retention. This research applied content analysis, which exhibits both qualitative characteristics (description of variables and categories) and quantitative features (numeric evaluation of data) in the investigation, description, discussion and analysis of the collected data. The data comprised media reports on Eskom, as presented by the Cape Times, the Mail and Guardian and the City Press - three reputable South African newspapers. These reports were gathered within a period of one year: 1st July 2010 to 30th June 2011. A semi-structured interview was used to substantiate Eskom’s stakeholder values and concerns against the backdrop of the newspaper report claims. The outcome of this study points to the need for organisations to effectively communicate with stakeholders in and through the media on trends within the organisation, prevailing issues, management policies, change of prices and costs of goods and services. This collectively re-defines and strategically re-positions the mutual relationship of organisations and their key stakeholders by drawing strong links between the literature survey and the provisions of appropriate findings and recommendation imperatives for corporate communication specialists. This research could be useful to academics and practitioners, as it highlights the importance of effective organisational communication as a precursor to stakeholder loyalty. The findings of the study revealed that while Eskom, as an organisation, was making huge profits and sharing surplus bonuses, they remain insensitive to the complaints of their stakeholders. Effective organisational communication was discounted and compromised, as the stakeholders were deprived of proper information that could stimulate and sustain their loyalty towards the organisation.

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Smeaton, Elizabeth, and n/a. "Public sector reforms and gendered organisation." University of Canberra. Communication, Media & Tourism, 1995. http://erl.canberra.edu.au./public/adt-AUC20061109.082301.

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This study approaches the study of organisational communication in the Australian public sector by focussing on the gendered nature of the organisation, and presenting results from the grass roots or 'native' level (Gregory, 1983). The theoretical framework of this study draws on a diverse range of philosophical viewpoints, ranging from organisational communication and culture approaches, sociological perspectives, public sector research, and uniquely Australian conceptualisations of gender within the public sphere. This study introduces a new way of conceiving feminist bureaucrats (femocrats), in terms of their relationships with 'natives' within public sector organisations. Difficulties in identifying a distinctly Australian organisational communication arena result from both the paucity of organisational communication, grass roots, and public sector research, and because of the problematic task of assimilating 'bits' of divergent theories, with often incompatible views to inform one comprehensive theoretical framework. The results of focus group and individual interviews suggest that a 'managerial' culture exists both within and externally to public sector organisations. This managerialism originates from within patriarchal and masculine organisational structures, and from a shift of workplace practices where a public service model has been replaced by a more private sector, bottom line, results orientation. While the 'natives' in this study are not representative of all public sector employees, their discourse provides a glimpse into the concerns of grass roots members of organisations, a view that is significant in its absence from organisational communication research, particularly in the Australian context.

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Ribeiro, Luis Miguel Silva. "From a project to an organisation: a Strategic Communication’s approach." Master's thesis, Faculdade de Ciências Sociais e Humanas, Universidade Nova de Lisboa, 2014. http://hdl.handle.net/10362/12175.

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Relatório de Estágio apresentado para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Ciências da Comunicação, área de especialização em Comunicação Estratégica
The concept of Strategic Communication has been gaining ground in the organisational world, namely in the financial and banking industry. Companies can no longer sustain a simply tactical communication function and turn to a more strategic approach, in order to properly manage the organisation’s identity, Image and reputation, to increase employees’ identification and to help them in pursuing its mission. This report aims at providing an overview of traineeship carried out at the Marketing and Communications department of BNP Paribas Securities Services in Lisbon, highlighting the challenges faced and the solutions adopted. Taking into account that the organisation is a recent one, and built upon a non-traditional business model, the report looks into the emergence and evolution of the communication processes over the implementation of the organisation, while stressing the need for a more strategic approach to communication. After an analysis of the current situation and employees’ perception of communication phenomena within the organisation, this report pin points the areas that need closer attention in terms of communication, in order for the organisation to become increasingly more coherent and purposeful. Finally, it summarises a learning experience and unveils the path travelled by a changing organisation towards building and implementing a Strategic Communication function.

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Koper, Eric. "Advancing strategic thinking on the positioning of organisational relationships." Thesis, University of Stirling, 2012. http://hdl.handle.net/1893/9149.

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This thesis introduces new theoretical models and concepts in support of strategic thinking about the dynamics and complexities of organisational relationship positioning that could improve public relations education and professional development linked to strategic management careers in international organisations. An exploration of public relations in the United Kingdom and Nigeria illustrates that there is a significant practice mainly concerned with communication that develops strategies and tactics in support of already established strategic organisational goals. Progress with professionalisation of the practice also shows an increasing need and want to operate at senior management levels, although it questions if the academic preparation to do so is adequate. Advances in communication technology and education approaches provide opportunities to better understand complex networks and relationships. The emphasis in this thesis is on strategic planning. Most frequently used tools and approaches are briefly discussed. They are mainly descriptive and often provide snapshots of current situations that can help with formulating a future desired situation. Most of these tools and approaches expand the brainstorming horizon providing opportunities for vertical (deeper) and horizontal (broader) thinking about organisational relationships. This thesis introduces additional models, namely the revised public relations catalyst model and the public relations lava lamp model, and concepts such as organisational personality that could be used to further the strategic thinking about the dynamics of such relationships. The new insights and perspectives on strategic planning presented here stem from qualitative explorative research based on observations and interpretations from applying strategic thinking exercises in seminars at the University of Central Lancashire, and from action research approaches by leading strategic planning and organisational change activities at the International Institute of Tropical Agriculture (IITA) which involved in-depth interviews, workgroup sessions and online questionnaires. Positioning of organisational relationships is an increasingly important function of strategic management in international organisations such as IITA. This is driven by pressure for more engagement, transparency and accountability by public investors and partners related to providing the essential resource base in terms of finance and implementation capacity essential for the organisation’s existence. Improving strategic planning competences relating organisational relationships not only provides opportunities for public relations practitioners to be part of senior management but also is essential for an organisation’s continuity and relevance. It was found that strategic thinking improves by stimulating both vertical and horizontal thinking about initial surface problems. Problem based learning approaches in public relations education should be considered as they can help prepare future practitioners to improve their strategic planning competences. Advances in communication technology have the potential to maintain and improve organisational relationships far beyond current organisational network boundaries and creates opportunities for advancing strategic thinking and planning. Logical framework planning and other problem-based tools can help to identify solutions for a central problem. However, they require the facilitation of planning teams with different personalities that are encouraged to think deeper and wider to ensure that alternative solutions are considered and that enough cause-effect relationships are established for strategic interventions to be successful. The use of the lava lamp metaphor also stimulates strategic thinking about the dynamics of organisational relationships aided by different perspectives that stimulate vertical and horizontal thinking. The concept of organisational personality has potential to identify which organisations would be potential collaborators in finding better solutions and help to understand potential relationship issues better.

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Ndwalaza, Tsepo. "An exploration of organisational communication within Algoa Bus Company, Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1012358.

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The study explored organizational communication at Algoa Bus Company (ABC) in Port Elizabeth. The exploration exercise was based on flows of communication at ABC. This research project captured the four flows of communication as they colour relations within the company. The four flows of communication are, namely: upward communication which refers to messages that flow from subordinates to superiors, downward communication flow which refers to communication directed to the lower levels of hierarchy by higher levels, horizontal communication flow which refers to communication amongst people who are at the same level of authority and diagonal communication flow refers to communication across the organisational levels. The study also explored the structure of such communication processes and from a normative point of view, it does expose weaknesses though.

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Salter, Andrew M. "A normative approach to modelling action and communication in organisational processes." Thesis, Staffordshire University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.402740.

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Meehan, Ashley Anne. "The role of internal communication in the management of organisational uncertainty." Thesis, University of Ulster, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.593633.

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In light of the challenging environment within which businesses currently operate, it is increasingly important that organisational leaders recognise the value of communication. Guided by Organisational Communication Theory and Uncertainty Management Theory, this research explores the role of internal communication in the management of organisational uncertainty. Although previous studies have acknowledged the value of internal communication in the management of uncertainty, to date, there is a dearth of research into the relationship between the concepts in any significant depth. Additionally, there has been little examination of the impact on organisations of prolonged uncertainty emanating from continuous and sustained organisational changes, as opposed to uncertainty arising from large scale changes at a particular point in time. As such, this study seeks to redress these research gaps by investigating the nature, form, and effects of organisational uncertainties and the role of internal communication in their management. A multi-strategy approach incorporating quantitative and qualitative techniques was employed within the Northern Ireland subsidiary of a large multi-national corporation. Phase One of the research adopted a mainly quantitative approach, with participants completing two questionnaires, the International Communication Association (ICA) Questionnaire (Hargie and Tourish, 2000) and the Uncertainty Management Survey (Clampitt and DeKoch , 2001). In total, 440 employees completed the lCA Questionnaire whilst 485 completed the Uncertainty Management Survey. Phase Two of the study was qualitative in nature, with exploratory data obtained through 16 semi-structured interviews and 3 focus groups. In general, the results indicated that a complex and intricate relationship existed between internal communication and organisational uncertainty. The findings from the study suggest that effective internal communication is at the core of the successful management of uncertainty. The implications of these findings for Organisational Communication Theory in general, and Uncertainty Management Theory in particular, are explicated.

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Caesar, R. E. "In search of the whole story : a reconstruction of organisational communication." Thesis, Nottingham Trent University, 2011. http://irep.ntu.ac.uk/id/eprint/339/.

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Based on the experiences and insight of a global conglomerate leader in engineering consultancy focused on corporate storytelling in the workplace, this document provides insight into how interpretation and misunderstanding are shared. This thesis grows out of awareness that, over the past five years or so, the way in which an organisation can use, share and disseminate corporate stories. We sometimes can take the use of corporate storytelling for granted, in particular, that organisational stories in the workplace are told for the right reasons. But in too many organisations, it can be difficult to decipher an ‘official’ and ‘unofficial’ story. An official corporate story that is tarnished by ambiguity will be modified and re-interpreted as the story goes around the organisation. Despite official attempts to defend the validity of a story, there will be times when there is conflict with unofficial interpretations of the story. One of the most intriguing aspects of corporate storytelling is how a trusting working relationship between the storyteller, the corporate story, and the recipients is a key actor. As such, the use of storytelling in an ambiguous working environment can lead to multiple interpretations. There is the belief that if the chain-of-trust is damaged the interrelationship will be hampered. It is time, in my opinion, to focus on the type of storytellers in the workplace that can emerge and manipulate a working environment. This paper provides an appreciation into the practice of corporate storytellers, and the impact of manipulating other individuals using status and language. The document also draws on how trust and decision-making can be hampered. The paper concludes with some of the research opportunities and ethical challenges that are inherent in this particular research.

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Ramcharan, Aneel. "Managing human resources in education : applying organisational communication in educational management." Thesis, University of Zululand, 2004. http://hdl.handle.net/10530/321.

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A thesis submitted in fulfilment of the requirements for the Degree of D.Litt in Communication Science, University of Zululand, 2004.
Human Resource Management has become one of the most discussed approaches to the practice and analysis of employment relationship in our modern society. In this thesis I present my recommendations that organisations will function more effectively and efficiently if the people who work in them are encouraged to develop professionally and to use that approach to undertake organisational tasks. Increasingly human resource management is being recognised as crucial, not only to the individual but also to the promotion of effective and efficient organisations. In this thesis I will focus on educational management in two ways — from the perspective of the individual and from the perspective of the organisation. Educational management is a diverse and complex range of activities calling on the exercise of considerable knowledge, skill and judgement by individuals, but its practice is dependent on the culture of particular organisational settings. I focus on this constant interplay between individual capability and organisational requirements, which make human resource management for educational managers both challenging and exciting. In this thesis I will examine how the concepts, skills and insights gained through professional development can be applied by educational managers to specific organisational tasks and systems. At best this thesis encourages school managers to ask questions about their own organisations and to develop their own solutions appropriate to their organisations. My research involves a mixture of theory and practical examples, which it is envisaged will spur students of learning and educational managers to apply and refine in the future. In the final phase of my research I reveal how the concepts, skills and insights gained through professional development can be applied bv educational managers to specific organisational tasks and systems in the effective use of human resources.

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Birch, Peter. "Forum conversations : an organisational theatre method for improving managers' interpersonal communication." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/forum-conversations-an-organisational-theatre-method-for-improving-managers-interpersonal-communication(35a23abe-457b-432f-99af-cfeb31e97e45).html.

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Forum Conversations is an organisational theatre method for helping individuals to deal with their difficult conversations in the workplace. It uses professional actors to simulate participants’ ‘difficult others’ and to play out confrontational conversations from participants’ own experience. This study adds to the empirical base of research into organisational theatre. It further conceptualises organisational theatre methods as reflective or refractive. This qualitative, interpretive study examines the perspectives of both participants and actors through a dramatistic lens and also assesses if and how the Forum Conversations method has affected changes in behaviour and approach in the ways individual participants communicate with others in the workplace. In this assessment a novel, methodological approach based on attributions made by participants was used to make comparisons between individuals’ pre- and post- Forum Conversations views about their difficult conversations. Outcomes included improvements in confidence and awareness but also of agency in participants’ dealings with others. The interaction between actors and participants is discussed in terms of a partial dialogism that dwells in the moment of exchange between interactants. From the actors’ side the study highlights the subtly layered reflexivity of the actors in process and also of their tendency to accentuate performance skills. In this context, the interaction is seen to compare with the way professional actors might use rehearsal to prepare for theatre performance. Overall, it is concluded that Forum Conversations is a powerful learning method that enables participants to embody their learning experience and leads to sustained individual change that occasionally includes personal transformation both at work and at home.

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Mmope, Phumzile Pheladi. "The role of senior managers at the North-West University in internal communication and employee engagement / P.P. Mmope." Thesis, North-West University, 2010. http://hdl.handle.net/10394/3138.

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The rationale that effective internal communication plays a crucial role in aligning employees to organisational goals, and in so doing, inculcate employee engagement and help an organisation to succeed, is remodelling internal communication management within organisations. At the core of the preceding rationale lies the fundamental realisation and acknowledgement that effective internal communication is not the function of the communication department, but in effect a basic prerequisite that must be understood, embraced and practiced by all levels of management. Managers without effective internal communication and employee engagement cannot execute the responsibility of strategic alignment. The challenge is now to ensure that the internal communication process is approached as a properly structured and efficiently managed system, rather than a collection of fragmented messages that often cause confusion among employees and compel disengagement. This study explores to what extent the senior managers at the North-West University understand their fundamental role in facilitating effective internal communication and employee engagement. An extensive literature study revealed that there is a correlation between effective internal communication and understanding of organisational strategy and objectives among employees. In addition, a strong correlation between effective internal communication, employee engagement, employee performance and organisational profitability has been identified in literature. The empirical findings were obtained by means of a qualitative research method in the form of semi-structured interviews with senior and middle managers. The semi-structured interviews explored and described how the managers perceive the nature of their role in facilitating and sustaining effective internal communication and employee engagement. In comparing the actual role of senior managers at the University in internal communication and employee engagement with the ideal state related to D'Aprix's (1996) manager's communication model, as well as the principles of a convergence model of communication, information richness of communication channels, a leadership communication framework and the impact of highest scoring manager activities and attributes, it was concluded that this communication role is still misunderstood by senior managers and not properly structured and executed. Consequently, internal communication is not adequately fulfilling its strategic potential as a means to establish positive relationships, diffuse information, motivate, and align employees' actions and behaviour to the set goals of the University. It is suggested that future studies measure and determine whether the engagement levels of employees at the North-West University have increased as a result of managers fulfilling their internal communication role effectively. Another study could also assess and measure the effectiveness of internal communication channels, with the view to develop an internal communication channel guide or toolkit for managers at the North-West University. The key drivers of employee engagement and related effect on the North-West University's performance could also be explored and measured in future research studies.
Thesis (M.A. (Communication Studies))--North-West University, Potchefstroom Campus, 2010.

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Mahoney, James Scott. "Clipped wings : management discourses during organisational change at Australia's Civil Avilation Authority /." Canberra, 2007. http://erl.canberra.edu.au/public/adt-AUC20081113.153047/index.html.

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Shumilova, Elizaveta, Asanee Börjesson, and Do Gyoon Kim. "Organisational Crisis Interpretations: analysing communicational tactics and its consequenses." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-23865.

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Montsho, Richard Kgomotso. "Exploring internal communication within the government communication and information system." Thesis, University of Pretoria, 2013. http://hdl.handle.net/2263/32043.

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The fundamental nature of the research question for this study was centred on the functions of internal communication. It was within this context that functionalism as theoretical approach was selected for the study of internal communication within the Government Communication and Information System (GCIS) in South Africa. Functionalism’s interest in the structure and function of communication is evident in its major assumption, namely that the phenomenon of mass communication is a system that is a whole consisting of several interrelated and interdependent parts. In addition two related theories, systems theory and classical management theory, were employed as departure for the study. Related literature on internal communication bears evidence that the flow of internal communication differs from one environment to the other. This depends on the type of information that has been communicated and the type of organisation in which the internal communication occurs. Managing employees effectively requires communication and the quality of communication amongst the people that comprise an organisation is a crucial variable in determining organisational success. This requires a common understanding of the role and structure of communication and its functions. Internal communication is the strength of any organisation. Communication scholars such as Verwey and Du Plooy (2003), Kitchen and Daly (2002), Gibson and Hodgetts (1991), Murabe (1990) and numerous others already demonstrated the overwhelming importance of internal communication in today’s business environment. Internal communication creates a platform for participative decision making, employees’ interaction, information sharing, creativity and innovation, as well as an environment that fosters productivity and creates a sense of organisational ownership.A comprehensive internal communication system is required to unambiguously translate the vision, mission and strategic objectives of any organisation into reality. Furthermore effective internal communication has a potential to build and sustain social interaction within the organisation and most importantly to drive a service delivery message to all employees. Effective communication and service delivery have recently become issue of exceptional importance in government departments in South Africa, particularly in government agencies. Factors such as organisational culture and leadership style have an influence on internal communication. Organisational culture defines and describes what the organisation stands for. Leadership is very critical for internal communication as it informs the organisation’s vision. If the leadership is negatively inclined, there is no way in which the internal communication will thrive. It is always advisable to strike a balance between organisational culture, leadership and internal communication. The findings of this study indicate that management and employees of the GCIS perceive the function of internal communication differently; that both management and employees have inadequate general understanding of the communication channels and communication structure within the GCIS and reveal that though there are numerous communication channels available, only few are used and preferred within the GCIS. The selection and the understanding of communication channels within the organisation are critical elements for internal communication. Therefore, the communication department or division should ensure broader consultation with all key stakeholders within the organisation. It is regrettable to have communication channels within the organisation that are not understood by the majority of employees and to discover that out of the twenty that are implemented, only five are mainly used and two preferred by most of the management and the employees.
Dissertation (MPhil)--University of Pretoria, 2013.
hb2013
Marketing Management
unrestricted

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Georgiou, Andrew. "The organisational and communication implications of electronic ordering systems for hospital pathology services." University of Sydney, 2009. http://hdl.handle.net/2123/4653.

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Doctor of Philosophy
Computerised Provider Order Entry (CPOE) systems provide clinicians with the ability to electronically enter hospital orders for laboratory tests and services. CPOE is able to integrate with hospital information systems and provide point of care decision support to users thereby making a potentially significant contribution to the efficiency and effectiveness of care delivery. The evidence of the impact of CPOE systems on pathology services is not extensive and insufficient attention has been paid to their effect on organisational and communication processes. This thesis aimed to investigate the implications of CPOE systems for pathology laboratories, their work processes and relationships with other hospital departments, using comparative examinations to identify the tasks they are involved in and the particular needs the laboratories expect to be filled by the new system. This longitudinal study of a CPOE system was carried out over three years using multiple cases from a hospital pathology service based at a large Sydney teaching hospital. Multi-methods using quantitative and qualitative data were employed to achieve triangulation of data, theory and methods. The findings provide evidence of a significant 14.3% reduction of laboratory turnaround times from 42 to 36 minutes when laboratory data for two months were compared before and after CPOE implementation. The findings also reveal changes in the pattern and organisation of information communication, highlighting transformations in the way that work is planned, negotiated and synchronised. These findings are drawn together in a comprehensive organisational communication framework that is highly relevant for developing a contingent and situational understanding of the impact of CPOE on pathology services.

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Dawoud, Ibrahim. "The impact of organisational climate on information communication technology support for knowledge management." Thesis, City University London, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.520941.

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Peters, Linda D. "Communication strategy and media use in intra-organisational teams : a market-based approach to understanding communication in marketing relationships." Thesis, University of East Anglia, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247217.

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Al, Rawahi Waleed. "Investigating the role of enterprise social networks in facilitating organisational change in GCC countries." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/14765.

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The importance of enhancing internal communication and its content during organisational change appears to be neglected by many organisations. Although change management literature agrees generally about the role that communication plays in facilitating change, there is still a dearth of empirical studies that focus on improving internal communication during organisational change phases. The evolution of communication technology has provided some new tools that can enhance internal communication within an organisation. This study explores the role of using of one of these new communication technologies in communicating organisational change through the development of a novel conceptual model. The developed model covers the communication needs in each phase of a planned change, and combines the benefits of communicating organisational change with the benefits of using Enterprise Social Networks (ESN), as found in the literature. The aim is to investigate empirically how ESN as a new internal communication technology can be employed to communicate organisational change effectively in order to facilitate that change. To do so, the researcher in this study has applied a qualitative approach through a case study strategy in order to validate the conceptual model being proposed. The researcher conducted 32 interviews and analysed all of them qualitatively using Nvivo software. The findings of the conducted study revealed that using ESN had many positive impacts on employees, such as increasing their awareness, engagement and participation, which helped to facilitate the overall change projects. Moreover, the study proved the suitability of the validated novel model to contribute in facilitating organisational change through ESN, which can guide leaders, managers, change agents and academics on how ESN can be used to communicate planned change effectively in order to facilitate it.

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Watt, Candice L. "Looking back and forth examining communication processes in a marketing research organisation /." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-07172007-151903/.

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Ford, Suzanne, and n/a. "At the intersection of intercultural and organisational communication : a study of communication within ATSIC and between ATSIC and its clients." University of Canberra. Professional Communication Studies, 1998. http://erl.canberra.edu.au./public/adt-AUC20060710.123605.

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The realm of research into the various aspects of organisations is wide-ranging, offering any researcher immense freedom to investigate those area(s) which are of particular interest to him/her. While there are set theoretical parameters for studying organisations, eg. various theories looking at organisational communication, structure and networks, the only real limitation lies in the mind of the researcher. That is the beauty and nature of organisations, they do not have to wholly conform to any set ideal, rather they have the opportunity to be unique and diverse depending upon the organisation's purpose. It seems that most investigations of organisations are one dimensional, ie. reporting on what actually happens or how efficient processes are or attempting to define aspects of culture. However, in this thesis a second dimension has been added�intercultural aspects of communication. Hence, the research evaluates the intersection of the intercultural communication which exists within an organisation. For this two dimensional approach, the Aboriginal and Torres Strait Islander Commission (ATSIC) was chosen. As with most bureaucratic organisations, due to the size and complexity it is not practicable to look at an entire organisation For this thesis, a case study of one of ATSIC's twenty-seven regional offices was undertaken. Details of this follow in the paper; however, the two main reasons for choosing to complete a case study of ATSIC are 1) because the author is full-time employee with access to people, facts and inside information that might otherwise not be available and 2) ATSIC is not a typical bureaucracy; rather it is atypical due to its structure and purpose, which is to further the economic, social and cultural diversity of Aboriginal people and Torres Strait Islanders. While part of the Commonwealth Government, ATSIC is founded upon, and is committed to, furthering both intercultural concepts and the economic status of Aboriginal people and Torres Strait Islanders. This is accomplished by ATSIC being the major advisory body to Government; attending national and international policy forums; raising awareness of Aboriginal and Torres Strait Islander cultures; and in providing supplementary funding (through both grant and loan initiatives) which supports other funding that is given to indigenous people or organisations through Government mainstream programs (health, housing, education, social welfare etc.). To further limit the scope of this research, the communication which has been analysed is that relating to grant administration. As ATSIC plays a major role in providing grant funding to indigenous people, this area of evaluation is highly important, as it shows how ATSIC (represented by one regional office) carries out its functions and business: providing services and assistance to its clients�the Aboriginal people and Torres Strait Islanders. The case study includes comments gleaned from both questionnaires and interviews from staff and managers within the chosen regional office. This also includes views of indigenous and non-indigenous people as well as views from the elected community representatives of that region. It is envisaged that by incorporating the views of those mentioned above, that the data is as complete, valid and reliable as possible As with any traditional group of people, there are different norms and cultures which permeate their social and working lives. The information presented in this thesis is based on views of a non-indigenous person who has collected data from one specific region and it is not valid to generalise these findings to other regions in Australia. Communication in ATSIC is highly complex and difficult to explain to those outside the organisation. A main reason for this is that there are many requirements that both the Government and the indigenous communities place on ATSIC, and unfortunately they are often diametrically opposed. This creates quite an ironic and disharmonious situation for all parties concerned�a bureaucracy versus intercultural perspectives. These situations are discussed throughout the thesis. It is important for readers to note that the ideas which are conveyed in this thesis are the author's own and are not necessarily those of ATSIC, the Government or indigenous people. This research experience is one which has been extremely beneficial for the author. While the author's personal views may not be aligned with others, I challenge those people to read not only this thesis, but other work like it so that they may be in a position to make their own informed decisions about controversial issues such as Aboriginal affairs.

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Brandin, Hanna, and Amanda Bylin. "Using Enterprise Social Networks for Internal Communication : A Case Study about Organisational Actors' Experience." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35794.

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Internal communication is a subject increasing in importance. This subject has, as many other things, been influenced by the Internet-based and connected world that we live in today. As a result, Enterprise Social Networks has appeared as a tool for organisations to use. While the usage of this tool is growing, the existing research on the subject is yet very limited. So is the research on employees‘ needs when it comes to internal communication. In this study, we aim to fill these gaps, by exploring the use of these enterprise social networks from an organisational actor‘s perspective. In order to fulfil this purpose, a qualitative case study within multiple embedded units of analysis was used. The empirical material was gathered through in-depth semi- structured interviews as well as observations. Furthermore, we took on real-life experience by using the ESN tool ourselves. Several themes were then identified using a thematic analysis. By using this method, we conclude that organisational actors use ESNs for private, public and remote communication. We also provide the reader with five characteristics of ESNs that are perceived as important by organisational actors, namely; easy to learn, easy to use, accessible, informal and avoids disturbance. Several perceived outcomes resulting from ESN usage is then identified. We conclude the study by explaining that if organisations identify a need for an ESN, use it in the right way, and have the appropriate culture, the implementation of an ESN can be very beneficial. This, as organisational actors experience it as a good tool for internal communication.

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Le, Roux Tanya. "The contribution of South African corporate communication practitioners to organisational performance / T. Le Roux." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4759.

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Although public relations is seen as a function that contributes to the greater good of society and the performance of an organisation (ref. Grunig, 2006b:3; Grunig, Grunig & Dozier, 2002:xii), the function does not, for various reasons, always deliver on this promise (ref. Gray, 2004:26–27; Grunig et al., 2002:166, 169, 192; Steyn, 2000c:40; Tobin, 2004:56; Van Ruler, 1997:248, 263; 2004a:123). Practitioners and professional bodies from various countries have researched, and tried to overcome the variables negatively influencing practitioners, through various methods. However, no study has provided a comprehensive prioritised list of all the variables influencing practitioners' contribution to organisational performance. In addition none of these actions has led to a sustainable solution for the profession where a critical mass of practitioners can keep the promise of contributing to the greater good of society and the performance of the organisation. In light of this problem, this study tries to understand how public relations practitioners can enhance their contribution to organisational performance, by examining the variables influencing practitioners in contributing to organisational performance. The study is framed within the relational, reflective, two–way symmetrical and feminist paradigms, supported by the general excellence theory as meta–theory, and the relationship management and corporate communication role theories. The multidimensional paradigm was specifically selected to accommodate the complex research context (Grunig, 1989:18; 2006a; Valin, 2004). From theory it was established that public relations contributes to organisational performance by assisting organisations to adapt to their changing environment by providing strategic information from the environment to the organisation that could reduce uncertainty in the organisation's strategic decision–making (Grunig et al., 2002:xi; Raupp & Van Ruler, 2006:18; Steyn, 2000c:27; Valin, 2004). Through this process the organisation's triple bottom line goals are aligned with the realities of the environment in which it operates (Moss et al., 2000:283; van Tonder & van Rheede van Oudtshoorn, 2006:149). This then creates long–term relationships with stakeholders that creates many benefits for the organisation (Grunig, 2006b:3, 6; Grunig et al., 2002:xi, 10, 11; Grunig & Haung, 2000:32; Hon & Grunig, 1999:7–9, 11; Phillips, 2006a:34, 35; 2006b:212). Within South Africa specifically, corporate communication practitioners perform the roles of strategist, manager and technician in order to complete the above tasks (Steyn, 2000b:1–42; 2000c:20–43). The research methodology followed to gather data to answer the General research question, is both exploratory and interpretive. The research started with a literature study, followed by semi–structured interviews with four purposefully selected practitioners and the chairpersons of the two professional bodies (PRISA and IABC) in order to verify the variables identified in literature, and possibly identify new variables pertaining to the South African environment. These variables, together with those identified in literature, were then used to construct a questionnaire completed by public relations practitioners active in the 1 319 top performing South African organisations as per South Africa's Top 300 National Companies List (Fletcher, 2007:1–330) and the Financial Mail Top 200 Companies List (Williams, 2005:1–168). A response rate of 19.9% was achieved. The qualitative data was content analysed and the quantitative data analysed by means of Statistica (StatSoft Inc., 2007) and SPSS (SPSS Inc., 2007) data analysis software. In order to determine the relationships between the variables influencing practitioners, structural equation modelling, by means of AMOS (SPSS Inc., 2009) software, was used. In essence it was found that practitioners should take ownership and manage the variables influencing their performance. Furthermore, 13 variables pertaining to the individual–, industry– and professional–levels were statistically verified as the most important variables influencing practitioners. Due to the specific relationship between these variables, it would seem that enhancing any of these 13 variables would enhance the practitioner's contribution to organisational performance. The main contribution of the study is to add to the discussion on the how the profession can manage its contribution to organisational performance by categorising and empirically verifying a list of all variables influencing practitioners' performance and by suggesting a model indicating the relationship between the most important variables influencing practitioners.
Thesis (Ph.D. (Communication Studies))--North-West University, Potchefstroom Campus, 2011.

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Ocen, Geoffrey. "Organisational implementation of information & communication technologies (ICT) : a perspective from the voluntary sector." Thesis, Middlesex University, 2006. http://eprints.mdx.ac.uk/13483/.

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This research offers a new framework for dealing with the issues governing lCT adoption and the factors driving wider diffusion in SMVOs. The Internet has provided a great leap in the way the commercial sector does business. Regrettably, the voluntary and community sector, particularly the Small and Medium Voluntary Organisations (SMVOs), risk being left behind. The UK Government is encouraging the Voluntary Sector to improve its infrastructureand deliver public services. This research considers key characteristics of SMVOs and identifiesTechnology, Organisational and People (TOP) imperatives that provide new conceptual framework for understanding and implementing websites (WAM), maximising benefits and managing the attendant change. The research methodology is based on multi-disciplinary theories involving action research which allows change and understanding to be achieved at the same time. The research explores organisation theories and the concept of website adoption within the context of organisational change in a pilot and four selected SMVO case studies. I conclude my thesis by drawing out the findings based on the Website Adoption Model (WAM) and extending it into a Technology Adoption Model (TAM). The framework presents classification of SMVOs which shows the main characteristics of organisations with high technology, organisational and people imperatives. I suggest that in order to facilitate the understanding of SMVOs in particular and organisations in general, it is helpful to classify organisations using a two-dimensional classification based on TOP schematic diagrams. For the first time, SMVOs can identify a vision, develop an lCT strategy and recognise changes arising out of lCT implementation. Finally, I reflect and draw out lessons on research methodology and then consider final conclusions about key findings, policy implications and further research.

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Zand, Sohrab. "Profit sharing in a manufacturing plant in a developing country : communication and organisational dynamics." Thesis, Aston University, 1999. http://publications.aston.ac.uk/10730/.

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The adaptation of profit sharing creates a fundamental change in employee compensation by making a portion of total compensation directly dependent upon the total profits of the firm and the performance of the employee. The major goal of this study is to test for and measure the impact of the independent variable, a profit sharing plan implemented at Shahvand Industrial Company, upon communication behaviour, communication outcomes, and organisational outcomes as dependent variables. A quasi-experimental non-equivalent control group design with pre and posttest was the research design used to test the effects of profit sharing participation on permanent-part-time operative employees implemented by SIC. Several conclusions were reached as a result of the statistical analysis of the data collected in this study. Overall, few of the hypothesised effects of profit sharing participation appeared to have been realised according to the empirical results of this study. The finding that certain communication behaviours were more favourable for profit sharing participants than for non-participants support the general hypothesis of the integrated profit sharing model. The observed changes in communication behaviours indicate that information sharing and idea generation are important components of the profit sharing process. The results of this study did not reveal any changes in either communication or organisational outcomes. A significant finding of this study is that the implementation of profit sharing plans require a relatively long period of time. Patience is required to achieve high levels of success and management must make long-term commitment to profit sharing.

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Rognes, Jon. "Telecommuting : organisational impact of home-based telecommuting." Doctoral thesis, Stockholm : Economic Research Institute, Stockholm School of Economics (EFI), 1999. http://www.hhs.se/efi/summary/509.htm.

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Okolai, J. T. "Gendered approach to managing change in organisations : differences in the way men and women manage organisational change in Abuja, Nigeria." Thesis, Coventry University, 2017. http://curve.coventry.ac.uk/open/items/38965cd6-8315-4316-8ca0-8e92bf4d9f75/1.

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Examining the impact of gender leadership differences on organisational change management outcomes in Nigeria, Africa was one of the main aims of this study. Existing literature reports that only one third (30 per cent) of change programmes in organisations meet the desired outcomes, thereby leaving 70 per cent of organisational change programmes failing to achieve anticipated expectations. Some scholars (e.g., Paton and Dempster, 2002) report that the gendered aspect of organisational change management has been largely ignored, and may be one of the contributing factors to organisational change programmes not meeting desired outcomes. Given the increasing rate of change implementations in organisations and the reported failure rate, this study reviews the current trends, strategies and approaches adopted by change leaders. Furthermore, it examines men and women’s differences in their approach to organisational change management in Nigeria, and the impact that this might have on organisational change management outcomes. This research was undertaken in order to identify and recommend strategies that will assist with successfully managing change programmes in organisations. Qualitative research methods through the use of 40 semi-structured interviews were conducted in five organisations (one federal medical health centre, two banking organisations and two government parastatal/ministries). Analytical tools including inductive content analysis, descriptive data analysis, thematic template and cross-case analysis were used to analyse the obtained data. The results show that there may be some differences in the way that men and women approach and manage change scenarios in organisations, which may have some potential impacts on OCM outcomes. However, certain factors appear to affect the observed leadership behaviour and adopted styles. Firstly, leaders’ behaviour and choice of leadership style is influenced by national and sector culture, therefore some of the leaders are unable to adopt their preferred way of approaching and managing the implemented changes as they have to conform to organisational set principles in managing the change programmes. Secondly, the results further show that leaders’ leadership behaviour and style is influenced by the gender and behaviour of the followers. Thirdly, gender leadership differences emerge as a result of leaders’ age and personality, and not necessarily because of their gender or sex. In summary, both men and women may bring intrinsic benefits to the management of organisational change programmes, and these may have a significant and positive impact on the outcome of organisational change programmes. This is based on the perspective of the larger sample of this study’s respondents and some existing views in the literature. This study suggests a gender-inclusive methodology developed from the empirical findings of this study and existing literature, which provides comprehensive guideline on how organisational change programmes can be approached and managed from a more gender-inclusive perspective. The results from the present study raise many interesting issues for both the academic community and practising managers and agents. This is the first study of its kind that has looked at the impact of gender leadership differences on organisational change management outcome in developing countries like Nigeria.

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Zbirenko, Alena, and Johanna Andersson. "Effect of organizational structure, leadership and communication on efficiency and productivity : A qualitative study of a public health-care organization." Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-91357.

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This thesis has been written on commission by Laboratoriemedicin VLL, which is a part of region’s hospital. The organization did not work as efficiently as it could, and senior managers have encountered various problems. We have been asked to estimate the situation, analyze it, and come up with solutions which could increase efficiency and productivity; in other words, increase organizational performance. After preliminary interview with the senior manager, we have identified our areas of the interest: organizational structure, leadership, and communication. This preliminary interview made us very interested at the situation at Laboratoriemedicin, and helped us to formulate our research question: “How do organizational structure, leadership, and communication affect productivity and efficiency of the public health-care organization?” Moreover, it made our research have two purposes, one of academic character, and one of practical character. The academic purpose is in investigating relationship between organizational structure, leadership, and communication and organizational performance, i.e. efficiency and productivity. The practical purpose is in giving analysis-based recommendations about possible ways to increase productivity and efficiency to Laboratoriemedicin VLL. In order to find out the answer to the research question and to fulfill both purposes of the research, we have conducted a qualitative research. This has been done by interviewing ten people working at Laboratoriemedicin. We have tried to talk to representatives of different layers of the organization to make our research more diversificated and complete. These semi-structured interviews resulted in qualitative data, which had been processed and analyzed using coding technique. The findings of our research revealed that structure, leadership, and communication affect efficiency and productivity. Structure defines how productive the operational processes are; leadership affects the whole personnel and the way they strive for achieving their goal; communication affects how fast things are getting done and how happy and willing personnel are. Additionally, we have spotted two areas affecting the relationship between structure, communication, leadership, and organizational performance: development issues and personal issues. Moreover, we have found that leadership and organization are the most problematic spots in Laboratoriemedicin. After careful analysis of the situation we have come up with the list of suggestions that can help the organization to achieve increased efficiency and productivity.

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Hung, Kitty Shuk-Yee. "A Dynamic Business Object Architecture for supporting Strategic Management Planning." Thesis, University of Sheffield, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310629.

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Wang, Gongping. "Organisational and cross-cultural challenges facing expatriate hotel managers in China." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/981.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2009
Within China's the hotel industry, they are known as expatriate managers and. on behalf of parent multinational hotel corporations, provide an element of control and co-ordination within local operating units. On average, organisations spend over two and a half times more money to send an employee on an expatriate assignment than they would if they hired employees locally. Expatriate managers have been faced with new and complex organisational cultures and work practices. In order to avoid expensive failure costs and to manage suci:essfuJly, an exploration of the issues that face international hotel managers in China. is both timely and relevant A qualitative case study approach was used for this thesis, while secondaIy dala was obtained from private, as well as public sources. Primary data was collected via questionnaires from hotel managers comprising both locals and expatriates. whilSt specific questions were exclusively posed to expatriate managers. Through collection and analysis of infonnation and data, and a thorough understanding of the research problem, this study provides a useful reference for expatriate hotel managers who are confronled with the issues of managing Chinese employees, as well as basic Chinese cultural, ethical and business valUes. Primarily this research examines challenges, which mostly arise from cross-cuIturaI differences between Westem and Chinese values, as well as a range of diverse organisational cultures and management styles within China's hotel industry. South Africa has become China's the biggest trading partner within Africa, while an increasing number of South African companies invest in China. The research is paramount to any foreign organisation that wants to conduct business in China.

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Usadolo, Sam Erevbenagie. "An analysis of organisational communication : a case study of a public further education and training college, Eastern Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/2313.

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2011.
Effective organisational communication engenders a good communicative environment for better management-employee's relationship, which will in turn translate into positive employees' productivity. Thus, organisational communication in the context it was considered in this study involves interaction among diverse internal public from management to employees or vice versa. This dissertation has explored organisational communication in a college with the following main objective in mind: To evaluate the functionality of organisational communication. To realise this objective, relevant literature review was conducted. The literature review focused, among others, on different types of organisational structures in terms of how the different structures influence communication flow and power dynamics in an organisation. Following this, different flows of communication such as downward communication, upward communication, horizontal communication, and diagonal communication were discussed.

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Steward, Katherine Mary. "Technological communication and organisational learning : shared meaning and technology transfer in the offshore oil industry." Thesis, Imperial College London, 1994. http://hdl.handle.net/10044/1/8561.

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Dissertations / Theses on the topic 'Organisational communication'

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