Rozprawy doktorskie: „Interpersonal communication in management”

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Tabor, Bonnie. "Conflict management and interpersonal communication style of the elementary principal /". free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025653.

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Ali, Abbas H. "The impact of national cultures and interpersonal factors on managerial communication". Thesis, Aston University, 1988. http://publications.aston.ac.uk/12178/.

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This study was undertaken for two primary purposes. The first was to discover whether or not two of the four cultural dimensions depicted by Hof-stede (1980), namely Power Distance and Uncertainty Avoidance, could be repeated using samples from seven organizations operating in three distinct cultural settings. The second was to assess the degree to which these dimensions affect superior-subordinate communication across the culturally-different groups. Also, the impact of the three interpersonal factors: Trust in Superior, Upward Influence and Mobility Aspirations was investigated cross-culturally. Participants were 291 managers from seven organizations; four Sudanese, two white British and an organization in Britain run by a group of British citizens of Pakistani extraction. It was hypothesized that the Power Distance and Uncertainty Avoidance of the three groups would replicate Hof-stede's. Specific implications of these dimensions for organizational communication and in particular for superior-subordinate communication were also hypothesized. Multiple regression analyses were performed with items of the two cultural dimensions and the three interpersonal factors (each in turn) forming the independent variables, while the organizational communication aspects formed the dependent variables. T-tests between means were also used to compare and contrast issues such as directionality of information flow across organizations operating in these settings. Work-related values of each of the three cultural groups provided support for Hofstede's model. However, only tentative support was given to the hypothesized relationships between the cultural dimensions and organizational communication. Similarly, weak associations were found between the three interpersonal factors and superior-subordinate communication behaviour. Some practical and theoretical implications are offered. An evaluation of the study and recommendation for further research are also given.

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Song, Wen. "Conflict-solving orientation and goal management: Effectiveness of opening messages in interpersonal conflict". The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1420717364.

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Balarin, Megan Georgina. "Communication strategies in management : a case study of interpersonal manager-staff communication at a South African university /". Thesis, Rhodes University, 2006. http://eprints.ru.ac.za/306.

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Romesburg, Tyla Sue 1966. "An examination of interpersonal influence between peers". Thesis, The University of Arizona, 1990. http://hdl.handle.net/10150/291549.

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Interpersonal influence between peers is marked by the need to (1) maintain a positive image, (2) achieve instrumental or task goals, and (3) maintain interpersonal relations with one's partner. This investigation examined the process of balancing these three objectives or needs, and further examined the consequences associated with failure to balance all objectives. Peers were videotaped during an influence interaction, and their verbal strategies were coded by trained coders along a 5-dimensional scale. Verbal evaluations made by coders were correlated with self-report measures of (1) issue importance, (2) stress, (3) communication satisfaction, and (4) relational message interpretations. Correlation results indicate that while unsupported, there is a trend between stress and self-defense strategies, and between issue importance and other-accusation strategies. Results of hypotheses testing the correlation between communication satisfaction and relational message interpretations, and strategy usage were unsupported. Post-hoc analyses are offered.

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Foreman, Kimberly Annette. "Beyond good writing: The multidisiplinary skills of the communications professional". CSUSB ScholarWorks, 1991. https://scholarworks.lib.csusb.edu/etd-project/838.

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Dibben, Mark R. "Exploring interpersonal trust in the small business". Thesis, University of Stirling, 1997. http://hdl.handle.net/1893/2232.

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This thesis explores the influences of different types of interpersonal trust on the development of the business enterprise, and builds in part on the author's MSc dissertation, which found interpersonal trust to play a key pert in the decision making process. A key feature of the research is a focus on the notion of becoming, rather than that of being; of change over static presence. The research acknowledges the basic truth of the statement 'only perception gives knowledge of things' and therefore adopts a broadly interpretative approach throughout. This is in keeping with the subjective nature of the trust concept. The thesis discusses the nature of trust from a primarily sociological standpoint and develops its models mainly from discussions of trust in the management and organization literature. The field studies, while conforming to these epistemological and ontological presuppositions, utilise three different methods: semi-structured, taped interviews; longitudinal participant observation case study; and verbal protocol analysis, in order to apply and refine the theory of trust developed and thereby come to an understanding of the role and importance of interpersonal trust in the business enterprise. The thesis finds that interpersonal situational trust is central to small business development, and may be usefully construed as an a posteriori tacit knowledge which the trusting party uses in order to fill gaps in his explicit knowledge of a situation, thereby reducing its complexity and enabling cooperation. The link between trust and co-operation is teased out, and it is suggested that trust overcomes an individual's co-operation threshold for a situation, as determined by a set of identifiable co-operation criteria, enabling co-operative behaviour on the part of the individual. The combination of co-operation threshold and trust level outcomes for each of the individuals in the situation is thus said to determine whether or not co-operation occurs between them. It is argued, therefore, that trust is a prerequisite for co-operation, and that the stronger, more resilient the situational trust, the more likely it is that cooperation will occur. The thesis finds that a useful distinction may be drawn between trust which is based on familiarity with the trusted party and trust which is based on familiarity with the situation in which the trusting interaction occurs. It finds that the development of the latter type, termed Comprehensible Situational Cue Reliance-Based Trust is perhaps of most importance with regard to the effect of trust on business development. The thesis applies a process theory derived from the work of the metaphysician Alfred North Whitehead to the theory of trust which it utilises, and finds that interpersonal situational trust may be considered as 'an actual occasion in concrescence', thereby offering the potential for a philosophical reconceptualisation of trust in terms of a process metaphysic, instead of the more static philosophical presuppositions which have historically tended to underpin its theoretical development. The thesis concludes by suggesting that trust is the medium through which the entrepreneur is able to create and extract value from the environment, emphasises the indicative (as opposed to definitive) nature of its exploration, and identifies a number of areas for further research, including matched international comparisons of businesses in order to verify the applicability of the theories and models which it develops.

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林芷蔚 i Tse-wai Constance Lam. "Communication satisfaction in relation to managerial roles and the choice of communication media". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31268948.

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Lam, Tse-wai Constance. "Communication satisfaction in relation to managerial roles and the choice of communication media /". Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19877869.

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Gibson, Lamarr V. "Communicating peace in small groups a model of relationship training and conflict management in the local church /". Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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PETERSEN-OLSON, SUSAN KAY. "RHETORICAL SENSITIVITY AND MANAGERIAL SUCCESS (FLEXIBILITY, COMMUNICATION, ORGANIZATIONAL BEHAVIOR)". Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/188126.

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Managers spend 75-80% of their time communicating interpersonally. Ironically, communication skills are consistently listed as a major weakness of today's managers. Furthermore, management theorists contend that management students have been mis-educated for the job of managing. This study focuses on the relationship between attitudes toward communication and managerial success. Communication attitude was measured by Hart, Carlson and Eadie's RHETSEN Scale. Success was measured as promotions in relation to years worked and salary in relation to age. The hypothesis was that the Rhetorically Sensitive manager will be most successful. Two three-way analyses of variance were performed to assess this relationship. The results indicated no significant difference in success level for the Rhetorically Sensitive manager. The exploratory research suggested several directions for future research. Implications of these findings and recommendations for future research are noted.

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Kiefer, Curtis A. "Out in the cold : Alaskan women's use of supportive communication and support networks /". Link to full text, 2009. http://epapers.uwsp.edu/thesis/2009/Kiefer.pdf.

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Thesis (M.A.)--University of Wisconsin--Stevens Point, 2009.
Submitted in partial fulfillment of the requirements for the degree Master of Arts in Communication, Division of Communication. Includes bibliographical references (leaves 114-120).

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Potocki, Bridget. "Preventing Sexual Assault: Applying the Theory of Motivated Information Management". The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1337788798.

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High, Andrew C. "Does communicating via a mediated environment reduce the debilitating effects of social anxiety on interpersonal impression management?" Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file 0.73 Mb., 133 p, 2006. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:1435806.

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Mapes, Kathleen Barclay. "A MANUAL FOR TEACHER TRAINING IN INTERPERSONAL PEACEMAKING (CONFLICT, COMMUNICATION, COOPERATION, PROBLEM-SOLVING, CLASSROOM MANAGEMENT)". Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/275425.

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Walker, Tracy Ann. "A case study| Interpersonal skills for future business leaders to achieve organizational performance goals". Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3538845.

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The purpose of this qualitative case study was to explore how business management associate degree students attending a university in Independence, Ohio, valued and applied interpersonal skills in work and classroom settings. The central research issue addressed in this case study was to explore and describe the personal views, instances, and perspectives from respondents on the effects of interpersonal skills in employee relationships, manager relationships, organizational performance, and effective leadership. The research questions that produced an in-depth examination of the central research issue included: 1) What ways have students applied interpersonal skills in employee relationships? 2) What manner have students applied interpersonal skills in manager relationships? 3) What ways have interpersonal skills influenced the student organization’s performance? 4) What are the student’s perceptions of interpersonal skills to become an effective leader? Using NVivo 9, the data analysis aided in identifying common themes. The findings from the case study build on existing research involving the influence interpersonal skills have on the central research issue.

Recommendations from the case study highlighted a constant need to instruct interpersonal skills in universities and to review current curriculum and course materials to improve instruction. Universities with new faculty orientations, faculty development workshops, new student orientations, for-profit, and nonprofit institutions can benefit from implementing interpersonal skills training. This case study builds on the body of knowledge on interpersonal skills and its influence on productivity and leadership in the workplace.

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Glaser, Marilyn Roesch. "An ethnomethodological analysis of engaged couples' communication patterns". Scholarly Commons, 1989. https://scholarlycommons.pacific.edu/uop_etds/2185.

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Couples engaged to be married represent a unique stage of relational development. How they communicate and interact as they move toward a joint identity in the process of bonding was the focus of this analysis. The project represents a merging of three communication research areas: relational analysis, conversational analysis and relational development. Following a review of the relevant literature, the transcribed conversations of engaged couples in spontaneous dyadic conversation were examined. Six couples made up the sample. All participants completed the Spanier Dyadic Adjustment Scale, as well as a self-report instrument which focused on their communication behavior as a couple and demographic information. In addition, each couple recorded a 30-90 minute sample of their conversation. Research questions pertained to conversation topics, egalitarianism of the decision-making process, strategies for conflict management, and couples' self-perceptions of their decision-making and their relationship in general. With regard to conversation topics, engaged couples were found to be future-oriented and working toward consensus on a variety of significant issues. The most frequent topics of conversation were money/finances, jobs/careers, future housing plans, wedding arrangements, future lifetime goals and plans (including "talk" of children). Formulations as a conversational structure were found to help generate consensus. Couples all demonstrated elements of egalitarianism, but only one of the six couples was perceived as high egalitarian. Although there was evidence of power struggles in some of the relationships, all the couples' relationships were described as symmetrical as no individual was found to be dominant over her/his partner. Examples of both cooperative and coercive conflict management strategies were observed in the couples' conversation. A significant gender difference was found in the number of questions asked by males and females, with 75% of all observed questions being asked by the female. Self-perception of the relationship and a couple's agreeing on their perception of their relationship were seen as major factors in overall dyadic adjustment. The findings offer insight on the nature of the bonding process, egalitarian decision-making behaviors, effective communication and functional conflict management techniques.

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Ervin, Joanne Jocha. "The effectiveness of power enactment by superiors in superior-subordinate dyads /". The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487322984313232.

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Tan, Claire Lee-Fang. "The communication and management of career change a study of individuals' experiences or the social process of voluntary downward career change in Singapore /". Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/6095.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2008.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 4, 2009) Vita. Includes bibliographical references.

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Crouse, Marlene. "Satisfaction and importance of job communication and interpersonal relationships among nurses and first-line supervisors". Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036195.

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Job-communication satisfaction and its importance to nursing staff and first-line supervisors is important because people in complex health care delivery systems tend to dehumanize communication (Duldt, 1989, 1990b). The purpose of the study is to determine the level of satisfaction first-line supervisors and staff nurses have of job-communication and interpersonal relationships, and the degree of importance staff members and first-line supervisors place on job-communication and interpersonal relationships within a mid-sized acute care facility in an urban area. The theoretical framework is Duldt's Humanistic Nursing Communication Theory (Hersey & Duldt, 1989).The population was all staff nurses and first-line supervisors employed in inpatient services at a midwest hospital. The sample was comprised of about 231 registered nurses and 61% first-line supervisors who volunteered to answer the Job-Communication Satisfaction Importance Questionnaire (JCSI). The JCSI was developed by B. W. Duldt (1990) based on the work of Downs, Hazen, and Thiry as cited in Duldt (1990a). The procedures for the protection of human subjects were followed.Findings revealed that supervisors and staff nurses were satisfied with aspects of job-communication. Supervisors and staff nurses rated six of the eight topics on the JCSI as important aspects of job-communication. Aspects of job-communication and interpersonal relationships were important to supervisors and staff nurses in the facility studied.The conclusions from the study were: (a) satisfaction with job-communication and interpersonal relationships can be improved, (b) aspects of job-communication and interpersonal relationships identified in the study were important to supervisors and staff nurses. Nursing supervisors are in key positions to influence job -communication satisfaction. Organizations undergoing rapid changes need to develop and maintain communication which is satisfactory to human beings working in the organization.
School of Nursing

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Pringle, Cynthia Charlwood. "Communication as a context of organizational behavior". CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1520.

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Engel, Eric Paul. "Polysemy, Plurality, & Paradigms: The Quixotic Quest for Commensurability of Ethics and Professionalism in the Practices of Law". Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4886.

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According to many, the legal industry is currently suffering from a professionalism problem. The following dissertation is a response to the question, "What can be done about incivility in the practice of law in Florida?" It begins by exploring the literature examining ethics and professionalism, specifically focusing on the role communication plays in the production and reification of patterns of meaning and action. After contextualizing the professionalism problem socio-culturally and historically, the dissertation next provides an overview of some relevant aspects of the Coordinated Management of Meaning (a theoretical communication framework employed to help make sense of the existing state of affairs) and examines how legal scholars and practitioners can begin to communicate their way out of the problem. Following the literature review, the dissertation outlines four research questions and addresses the study's use of the World Cafe design principles and methodology for examining the "professionalism problem." Finally, the dissertation concludes by relating four key findings and an observation as well as addressing five ways in which the research has practical and theoretical implications. In embracing CMM to analyze the conversational patterns and practices of law as they relate to ethics and professionalism, this research theoretically aligns primarily with the sociocultural tradition with some critical and cybernetic overtones. While there are many ways one might examine the professionalism problem, CMM offers an exemplary lens with which to both analyze the problem and proffer a discursive pathway out of the problem. From a communication perspective, the problematics of ethics and professionalism in the practice of law can be understood to originate in the inherent polysemy of language and the incommensurability of moral orders deriving from alternative forms of communication.

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Nicholson, Carolyn Young. "Communication strategy development in supplier-based environmental uncertainty: the mediating effects of transaction form and interpersonal exchange norms". Diss., Virginia Tech, 1993. http://hdl.handle.net/10919/40418.

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Rosenberg, Jenny. ""Allegedly...": A Test of the Theory of Motivated Information Management in the Context of Targets' Experiences with Gossip". Kent State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=kent1395510465.

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McKenzie, Kevin M., i kmckenzie@spipowernet com au. "Exchanging �PayLoad� knowledge: Interpersonal knowledge exchange within consulting communities of practice". Swinburne University of Technology. The Australian Graduate School of Entrepreneurship, 2002. http://adt.lib.swin.edu.au./public/adt-VSWT20040310.162600.

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Knowledge Management has evolved over time into the domain of Information Technology (IT), where codification, storage and retrieval of explicit knowledge is believed to lead to a competitive advantage for an organisation. More recently, knowledge management literature has suggested that knowledge is socially constructed and inseparable from the communities of practice in which it is held. This dissertation examines the interpersonal process by which payload knowledge (a concept that emerged from the research data as comprising that specific distillation of knowledge, both tacit and explicit, required to resolve an applied problem in context) is exchanged in a consulting firm�s communities of practice. Through a qualitative case study design involving sixteen in-depth interviews with consultants from a medium sized consulting firm, the nature of the interpersonal knowledge exchange process was illuminated. In this study, two inter-related research questions were addressed: What is the interpersonal process by which knowledge is exchanged between consultants? And, Why do consultants prefer to participate in the interpersonal knowledge exchange process in preference to using stored explicit knowledge ? This detailed examination of consultants as knowledge workers, resulted in the proposal of a process based model of interpersonal knowledge exchange. Utilising the concept of payload knowledge, the interpersonal knowledge exchange process is shown to be predicable in terms of passing through eight identifiable stages, yet unpredictable in terms of knowing how each community interaction will lead to payload knowledge. Within this process, the sourcing, handover, distillation and implementation of payload knowledge are seen as an artistic endeavour, characterised by social community based exchanges that �hop� the consultants toward their specific contextual need. Key advantages of this interpersonal process are the decontextualisation and recontextualisation processes carried out at both the request negotiation stage and the knowledge handover stage. This process uses the community�s shared language, mental models, social etiquette and cultural norms to compress and funnel the meaning of the payload knowledge into a form that can be transferred meaningfully to a requesting consultant. Through participating in the interpersonal knowledge exchange process, consultants save time, and are provided with an opportunity to confirm their personal knowledge as up-to-date and relevant to the specific context. By using the interpersonal process, consultants conform with and confirm the community�s social etiquette, which dictates its preference for the identified exchange mechanism. The interpersonal process allows them to practice and learn the consulting community�s professional artistry and, in consequence, to enjoy the exchange experience, and to have fun. This dissertation contributes to making one aspect of the interpersonal knowledge exchange process explicit. The process, by its very nature however, appears to remain tacitly understood by those within the consulting community of practice. Through understanding the process and the reasons that consultants prefer to engage in interpersonal knowledge exchange processes, it is anticipated that managers will be better able to produce a knowledge-based sustainable competitive advantage for their firms.

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Núñez, Rodríguez Manuel Antonio, i Hermitaño Luis Enrique Rubianes. "La comunicación interpersonal y la gestión organizacional en los trabajadores de la Compañía Americana de Conservas Pisco – Perú 2018". Master's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/626303.

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En la investigación “La comunicación interpersonal y la gestión organizacional en los trabajadores de la Compañía Americana de Conservas Pisco – Perú 2018”, Se ha elegido este tema puesto que la comunicación interpersonal es de suma importancia para los intereses de la empresa en el marco de expansión y crecimiento, considerando realizar este estudio puesto que serviría de buen sustento para implementar acciones de mejora con las miras futuras, el área de RRHH ha diagnosticado que es un aspecto en debilidad y que necesita ser abordado con mayor contundencia para poder brindar a los trabajadores mayor bienestar y tranquilidad respecto a la transparencia de la comunicación interpersonal y brindar a los trabajadores una mayor cercanía entre todos los puestos y mandos de la organización. El presente estudio se basó en el FODA institucional desarrollado por los investigadores La presente investigación presenta el siguiente problema de estudio, ¿De qué manera se relaciona la variable comunicación interpersonal y la variable gestión organizacional en los trabajadores de la compañía Americana de conservas Pisco – Perú 2018?, siendo su objetivo, Describir cómo se relaciona la variable comunicación interpersonal y la variable gestión organizacional en los trabajadores de la compañía Americana de conservas Pisco – Perú 2018 y su hipótesis , La variable comunicación interpersonal se relaciona significativamente con la variable gestión organizacional en los trabajadores de la compañía Americana de conservas Pisco – Perú 2018. La metodología planteada tiene su base en un Paradigma Positivista, cuyo enfoque es Cuantitativa y su estadística es no paramétrica, su tipo es aplicada, su diseño es correlacional y presenta un corte de criterio transversal, su método es hipotético – deductivo, la población y muestra 73 y 62 trabajadores de la empresa en estudio. Se utilizo el SPSS 25, Microsoft excell y la opción del Gmail – Form que son encuestas en línea los mismo que fueron remitidos a sus móviles y cuentas de correo Gmail para que presenten o remitan las respuestas del instrumento validado planteado en la investigación. Podemos llegar a la conclusión estadística que se comprobaron las hipótesis planteadas por el investigador “La variable comunicación interpersonal se relaciona significativamente con la variable gestión organizacional en los trabajadores de la compañía Americana de conservas Pisco – Perú 2018” Podemos afirmar que el aporte del presente estudio servirá para concientizar a los líderes de gestión la suma importancia de la comunicación interpersonal en la organización para que el personal pueda tener mayor recepción y entendimiento de aspectos relevantes de la empresa. Asimismo, para invertir en la colocación de hitos comunicacionales en la organización que garanticen la efectividad: Murales, Altavoces, Televisores, etc. Para alinear estrategias en las diferentes gestiones interdepartamentales que permitan trabajar la comunicación entre los colaboradores. Elaborar un plan de formación para resaltar la importancia de la comunicación y el correcto uso de los medios de comunicación interno.
In the research "Interpersonal communication and organizational management in the workers of the American Company of Conserves Pisco - Peru 2018", this topic has been chosen since interpersonal communication is of great importance for the interests of the company within the framework of expansion and growth, considering this study as it would serve as a good support to implement improvement actions with future goals, the HR area has diagnosed that it is an aspect in weakness and that needs to be addressed with greater force in order to provide workers greater well-being and tranquility regarding the transparency of interpersonal communication and providing workers with greater proximity between all the positions and commands of the organization. The present study was based on the institutional SWOT developed by the researchers The present research presents the following study problem: How is the variable interpersonal communication and the organizational management variable related to the workers of the American company Pisco - Perú 2018 ?, being its objective, Describing how the variable is related interpersonal communication and the organizational management variable in the workers of the American company of preserves Pisco - Peru 2018 and its hypothesis, The interpersonal communication variable is significantly related to the organizational management variable in the workers of the American company of preserves Pisco - Peru 2018. The proposed methodology is based on a Positivist Paradigm, whose approach is Quantitative and its statistics is non-parametric, its type is applied, its design is correlational and presents a cut of transversal criteria, its method is hypothetical - deductive, the population and sample 73 and 62 workers of the company in e studio We used the SPSS 25, Microsoft excell and the option of Gmail - Form which are online surveys the same ones that were sent to their mobile and Gmail email accounts to present or send the answers of the validated instrument proposed in the investigation. We can reach the statistical conclusion that the hypotheses raised by the researcher were verified "The interpersonal communication variable is significantly related to the organizational management variable in the workers of the American company of preserves Pisco - Peru 2018" We can affirm that the contribution of this study will serve to make management leaders aware of the importance of interpersonal communication in the organization so that staff can have greater reception and understanding of relevant aspects of the company. Also, to invest in the placement of communicational milestones in the organization that guarantee effectiveness: Murals, Speakers, Televisions, etc. To align strategies in the different interdepartmental managements that allow communication between collaborators to work. Develop a training plan to highlight the importance of communication and the proper use of interpersonal media.
Tesis

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Kline, Seth A. "The Perceived Relevance of Training in Industrial/Organizational Psychology at the Terminal Master's Level". TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1369.

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The purpose of this study was to replicate and expand upon the survey research by Erffmeyer and Mendel (1990) on the perceived relevance of graduate training in industrial-organizational (I-O) psychology at the terminal master’s level. A review of the literature discussed core competencies, as well as the advantages of internship experiences and thesis requirements. Results indicated that graduates view their training as well targeted towards knowledge and skills they regard as useful at their internship, first job, and current position. Results also indicated that graduates viewed their internship experiences as highly beneficial and worthwhile experiences, regardless of their supervisor. Results additionally indicated that graduates value the thesis requirement significantly more than current students and view the knowledge, skills, and abilities associated with completing a thesis as high in usefulness. Implications and limitations of these findings are discussed, and directions for future research on master’s level I-O training are discussed.

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Boyes, Maria. "A decent writer: professional environmental communication among environmental managers". Title page, table of contents and abstract only, 2004. http://hdl.handle.net/2440/37949.

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The study explores a set of genre-hybrid reviews, 1999-2001, characterised by a standpoint of ecological rationality, and produced by a professional writer for a professional environmental management organisation. The interaction between such managers has not been studied before in terms of professional communication and was delineated as a new field of enquiry. The issues of tact and Face were important for this organisational community, which shared characteristics of contact communities and Communities of Practice. Methods used derive from studies of text in context, and organisational communication. The assembly of theoretical material is one outcome of the study, which tackled three questions: 1 To assess in what way the reviews made a contribution to the organisation, Weick's equivoque and the notion of the Fractal were combined to explain the text as an active organ for collaborative organisational learning and knowledge management. Thereby the texts are presumed to have contributed to the organisation's goal to enhance knowledge and practice in environmental management among managers drawn from diverse intellectual backgrounds. 2 To address the question of the technical characteristics of the reviews, narrative polyphony concepts provided suspension dialogia, which complemented the notion of translation suspension. 3 To address how the reviewer had managed to reproduce organisational patterns despite his inconsistent moral standpoint, the search for a theoretical position travelled through code-switching, pragmatics and translation, emerging with a concept similar to intersemiosis, labelled 'codehandling'. The combination of questions produced complex answers. Translation constructs, such as dynamic equivalence, increasingly emerged as productive and suitable to complement emerging endogenous approaches in environmental management literature. The genre-hybrid is argued to have altered the social function of the review. In prioritising interaction, it put at risk the organisation's strategic tact 10 structure. Nevertheless, the reviewer managed the risk within acceptable limits and produced popular and successful reviews.
Thesis (Ph.D.)--School of Humanities, 2004.

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Amushigamo, Angelina Popyeni. "An investigation of interpersonal relationships between management and lecturers in a College of Education in Namibia". Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1004458.

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Relationships are regarded as an important aspect of any organization's life. The purpose of this study was to investigate staff perceptions and experiences of interpersonal relationships between management and lecturers in a Namibian College of Education. I conducted a case study at the College where I teach. Two methods were used to collect data. Firstly, semi-structured interviews with two management members, two senior lecturers and two lecturers. Secondly, observation where practical aspects of interpersonal relationships in the College were observed. I used the interpretational data analysis technique to analyse my data. Themes and patterns were identified in the data, coded and sorted into categories. The study revealed staff unhappiness about the current situation in the College as far as communication is concerned. The College's hierarchical structure was described as top-down. As such, it does not allow for face to face communication. There is an absence of any social cohesion or sense of community. Relationships at a College level are characterized by personal conflict and difference. However, the study revealed a satisfaction with communication and relationships at a dl'partmentallevel. Five key features of interpersonal communication that are lacking in the College and that contribute to the unhealthy relationships in the College were identified. These are trust, respect, openness, feedback and the sharing of ideas and knowledge. Due to their absence, the College is divided into cliques. A strong desire for the establishment of interpersonal norms of openness, respect, honesty and trust was expressed. Participants expressed the need to establish an organization structure that allows for interaction with others in the College, flatter structures, teamwork and a collaborative cultu re. The study also emphasized participative democracy in building relationships. Participation in decision making is seen as satisfying the personal need to experience a sense of influence and achievement. There is evidence of a desire for distributed leadership where the College staff as a group of professionals lead the College collectively and collaboratively. There is a strong desire for a College where people are liked , valued, accepted by others and recognized for their efforts. Finally, Organization Development is recommended as an approach to enhance College staff relationships.

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Jamison, David L. "Effects of communication/listening skills & conflict resolution skills on lowering anger levels and raising marital satisfaction levels for married couples". Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.

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Bush, Mary Ann. "Applying adult education principles in an interpersonal management skills training program for hospital operations managers". CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/704.

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Lash, Brittany Nicole. "I Can't Hear You But I'm Not Sure I'm Going to Tell You: Perceptions of Stigma and Disclosure for Individuals who are Deaf or Hard of Hearing". UKnowledge, 2014. http://uknowledge.uky.edu/comm_etds/21.

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Communication processes can be affected by stigma – a negative evaluation of an individual’s attributes that discredits or identifies the individual as not normal (Goffman, 1963). One such communicative process that is affected by stigma is disclosure. Disclosure is when individuals share personal information that reveals something not previously known (Charmaz, 1991). One such group of individuals who may be forced to choose between disclosing (to get accommodations or social support) and avoiding stigma (by not disclosing) is individuals with disabilities (Braithwaite, 1991; Charmaz, 1991). This study focuses on one particular population of individuals with disabilities – those with a hearing loss. Through the use of interactive interviewing and Communication Privacy Management (CPM) theory, this study examines hard of hearing and deaf individuals’ perceptions of both the disclosure process and stigma. CPM examines how and why people conceal or reveal private information, such as hearing loss (Petronio, 1991, 2002). Using CPM, this study poses research questions surrounding how hard of hearing individuals disclose and manage turbulence surrounding their hearing loss. Further, participants’ perceptions and responses to stigma surrounding hearing loss are also examined. Based on the participants’ responses, managing the boundaries surrounding their hearing loss includes considerations of identity, the other person/people in the interaction, risks of not disclosing, timing, and how much to disclose. Further, participants viewed boundary turbulence as positive only when it was helpful; otherwise, they reported a feeling of a loss of control. In examining stigma and other consequences of disclosure, participants talked about being labeled, not being worth others’ time, and being seen as incapable. Finally, participants reported a wide variety of responses to stigma surrounding their hearing loss. In this study, I also discuss the implications of these findings, both theoretical and practical implications, and how they reflect the lives of the deaf and hard of hearing. Finally, I address the directions for future research on this topic as well as the limitations to this study.

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Simmons, Nathaniel. "Negotiating Boundaries in a Globalized World: Communication Privacy Management between Foreign English Teachers and Japanese Co-workers in Japan". Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1400259896.

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Dhaya, Jateen. "The role of experience in the development of bar managers' social competencies". Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002794.

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This research study analysed the role that experience played in the development of bar managers’ social competencies. Given the social nature of the bar environment, social competencies were perceived to be essential managerial competencies that enable bar managers to manage employees and consumers to ensure that employee and consumer satisfaction is maintained. The literature reviewed discussed the importance of managerial competencies and the composition of social competencies. Experience was conceptualized to develop an understanding of the informal learning method through which competency development occurs. Data was captured through face-to-face interviews, which were based on the Critical Incident Technique (CIT). The data was analysed using the open coding procedures of grounded theory. This research study proposed a process to explain how experience contributed to the development of social competencies. The proposed process, which is called the Social Competency Cache Development Process (SCCD Process), ultimately indicated that experience contributed to bar managers’ social competencies through a reflection process, the residues of experience, and through the familiarity of situations and results. This research study found that experience contributed to the development of bar managers’ social competencies within a process that established an awareness of unfamiliar social competencies or reinforced the effects of familiar effective social competencies. Experience was also found to promote the transition between novel situations and familiar situations, which in turn enabled bar managers to effectively assess social situations and select effective responses to social situations. Consequently, experience improved the probability of bar managers implementing effective social competencies to ensure employee and consumer satisfaction. In essence, experience shaped bar managers’ accumulation of social competencies by promoting the addition of new social competencies or the reinforcement of existing social competencies.

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Jansson, Janna, i Linnéa Forslund. "Bemötande sett ur sex bibliotekariers perspektiv. : Möjligheter och förutsättningar för personal och verksamhet att arbeta med bemötandefrågor på bibliotek". Thesis, Uppsala University, Department of ALM, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-125771.

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Abstract

Attitudes towards the reference situation and the meetings between library users and librarians have become the subject of much debate in the library setting today. The aim of this two years master´s thesis has been to examine six librarian’s attitudes and apprehensions concerning the interactions between the librarian and the users in the library setting. We were also interested in knowing how a library can work to become more service oriented and customer centred. We conducted six interviews with librarians located at three different libraries in Sweden. We used three theories to explain our aim. These are Jürgen Habermas theory of social communication, theory about professions and Christian Grönroos theory of Service Management.

We found that our informants both see the physical meeting with the library and the social exchanges with the librarians as important parts of the user’s experience of the library.

The three libraries that we visited work in different ways to improve their customer service. One library has developed a policy for concrete ways to improve the social exchange with the library user. Another library is working with a policy and the third library handle attitude questions more implicit in the daily work and in a specialised group. We could see that the informants who worked at the library which had a policy and an under-standing of the importance of customer service as a central part of the organisation regarded those questions as being very important. Some informants could not see how customer service could get improved in another way than just discussing these issues in groups, meetings or in connection to seminars.

The changing of attitudes of members of the staff can be complicated however because it, at some level, is about individual changes. We believe that a person has to be motivated to make these changes. To improve this motivation the organisation has to create opportunities for the staff to critically reflect upon their working situa-tion. In that way we believe that the staff can experience security and motivation to do a good job which then has a positive impact on the customer service provided. The acknowledgement of the importance of customer service within an organization has to engage everybody and the whole organisation at all its levels.

We think that customer service in the library setting will become more important in the future as a response to the technical evolution and all the automated elements in our society. The importance of actual meetings in-crease as our society increasingly communicates via digital means.

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Mezgebu, Hailemicheal Weldearegay, i Arjun Kumar Shrestha. "The Role of Knowledge Management and Knowledge Transfer in an Innovation supporting firm : case study: Uminova Innovation AB". Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-95344.

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Uminova Innovation AB is an organization that helps entrepreneurs to develop and support a business idea and build growing company. The company also provides important knowledge, network and business coach which helps an entrepreneur to think bigger with free of charge (Uminovainnovation, 2013). Uminova Innovation AB also contributes commercialization of business ideas. The company offers structured process, network and creative setting. It focuses on business ideas from students, employees and researchers at Umeå University and hospital in general. Uminova Innovation creates inspiring environment which is comfortable for working process by offering full infrastructure; from conference room to fully equipped office. At the same time, they also work to develop multi- aspects in the areas of leadership, book-keeping, financing, business development, communication, sales and intellectual property. Knowledge management made a considerable development over the last 40 years. During 1990’s knowledge management was considered as one of the critical part of service provision. In the current knowledge based economy, competitive advantage and organizational performance are highly influenced by the human capital which depends on the knowledge of the manual labor. The concept became a source of competitive advantage in the last few decades in many organizations. This thesis investigates the role of knowledge management and knowledge transfer in an innovation supporting firm setting. It specifically deals how the interpersonal knowledge sharing perceived by the actors(employees) involved in an innovation supportive firm and how the knowledge transfer process function in the firm. The thesis aspires to contribute its role on interpersonal knowledge sharing/transfer process in innovation supporting firm as there is a limitation of study in that specific area. The purpose of the study is to explore the mechanism of knowledge sharing (transfer) in an innovation supporting firm. The study follows qualitative approach; case studies are applied by using semi-structured data collection mechanism. Furthermore, purposive sampling is used to select the five respondents for the empirical chapter. The theoretical part of the thesis is written in the way to increase the understanding of the research area and to answer the research question by examining various concepts which is related to the study. The analysis part is made incompatible with the theoretical parts which were; knowledge, knowledge management, knowledge transfer, knowledge sharing, knowledge management and innovation supporting firm and communication The finding of the thesis shows Uminova Innovation AB has given emphasize on the inter-personal employees communication. Interpersonal communication has been characterized by open, outgoing, very informal and good climate. The main channel of communication identified in the study is: internal meetings, weekly meetings, dialogues, e-mail, conference, telephone, business coaching and intranet document save system. A similar finding shows that knowledge transfer process conducted 60% by informal and 40% formally. This study has found that generally communication, personal knowledge (tacit), socialization, Trust & culture, organizational structure and motivational factors are the factors that the study highlights would influence interpersonal knowledge sharing/ transfer process in innovation supporting firm.
Uminova Innovation AB

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Williams, Charles Henry. "Challenging the boundaries of academic discourse". CSUSB ScholarWorks, 2000. https://scholarworks.lib.csusb.edu/etd-project/1835.

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This thesis suggests other ways of helping students resist blind submission to the discourse of the university. The primary objective is to discuss meaningful ways of transforming composition classrooms into counter hegemonic cultural environments where students can critically examine the complications of cultural dynamics and power relations within the communication process.

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Shelton, Nick. "The role of leadership style and goal orientation in the prediction of organisational citizenship behaviours : implications for job performance /". [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19737.pdf.

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Selleck, Claire D. "“We Just Didn’t Talk About It:” Strategies of Stigmatized Grief Management". Digital Commons @ East Tennessee State University, 2021. https://dc.etsu.edu/etd/3900.

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This study explores the experiences of people who have lost loved ones due to socially stigmatized deaths. Drawing from eight individual interviews, the author argues that the stigma associated with death due to drug overdose, suicide, substance abuse, or murder can cause traumatic or prolonged grief and can complicate the way the bereaved talk about grief as a part of their healing process. With the mortality rate in the U.S. rising, there is an epidemic of disenfranchised grief affecting millions of bereaved individuals. Using Coordinated Management of Meaning and Communication Privacy Management theories, the author uncovers strategies the traumatically bereaved employ to manage interactions and relationships with others. A qualitative analysis of participant interviews revealed that social stigma, whether experienced or anticipated, affects the way the bereaved communicate and can cause self-silencing. Findings indicate a need for safe, supportive, and non-judgmental spaces for the traumatically bereaved to share their stories.

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Wajnryb, Ruth. "The pragmatics of feedback a study of mitigation in the supervisory discourse of TESOL teacher educators /". Phd thesis, Australia : Macquarie University, 1994. http://hdl.handle.net/1959.14/23100.

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Thesis (PhD)--Macquarie University, School of Education, 1994.
Includes bibliography.
Introduction ; The research question and the professional context of the inquiry -- Literature review: substantive survey -- Literature review: methodological survey -- Research method -- The prgamatics of feedback -- An ethnographic portrait of supervision -- Perceptions of mitigation -- Conclusion.
This research project investigates the language of supervisory conferences. A grounded theory approach is taken to the analysis of data drawn from teacher educators in TESOL (Teaching of English to Speakers of Other Languages) in their feedback discussions with teachers following observed lessons.--Supervisory talk is investigated within a linguistic framework of politeness theory: while the supervisory role includes the obligation of criticism, the act of criticism is constrained by the face-to-face encounter of the supervisory conference. A central construct is the notion of fragility: the supervisory conference-an event which is equated with the talk that achieves it - is considered to be inherently fragile. The aim of the project is to investigate the language so as to uncover the source of the fragility.--Findings suggest that the perceived tension derives from a tug-of-war of essential elements: while the supervisory position affords discoursal power (the right to raise and pursue topics, take long turns, drive the discourse etc), the fa-threatening nature of the event obliges supervisors to resort to social/strategic skills to protect the teacher's face, as well as their own. The textualisation of this restraint takes the form of linguistic mitigation - devices rooted in syntax and semantics that allow supervisors to undercut the force of their own assertions. Mitigation is posited as the means by which supervisors resolve the clash-of-goals that is central to their role. However, mitigation is risky because it may interfere with message clarity.-- The product of the grounded study is a typology of utterance-level mitigation. The typology has three macro-categories (syntactic, semantic and indirectness) and fourteen sub-categories.-- The study was triangulated through an ethnographic investigation of supervisory concerns about feedback; and through an experiment designed to gauge teachers' perceptions of variously mitigated supervisory language. Findings from both studies corroborate the central tenet by contributing images of supervision that support the clash-of-goals thesis.--The projected applied outcome is in supervisor training where, it is suggested, strategic training delivered in a framework of politeness theory would reduce the unwitting dependence on mitigation and hence the risk of message distortion.--Suggestions for further research conclude the study.
Mode of access: World Wide Web.
413 leaves

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Mücke, Daniel [Verfasser]. "Analyse und Bewertung von Kommunikationsleistungen : Die Social Communication Scorecard als Instrument zur Erfassung und Beurteilung interpersonaler Netzwerke in Kommunikationsabteilungen / Daniel Mücke". Frankfurt : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2012. http://d-nb.info/1042413347/34.

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Walters, Chrizelda, i H. D. Vos. "The role of interpersonal justice perceptions of employees during major organisational change due to a merger and acquisition". Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/14781.

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Thesis (MA)--University of Stellenbosch, 2005.
103 Leaves printed on single pages, preliminary pages i- viii and numbered pages 1-132. Includes bibliography, list of tables and figures. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner.
ENGLISH ABSTRACT: The research explored the role of interpersonal justice perceptions in an organisation undergoing change. Interpersonal justice was operationalised by dividing it into two components namely, social sensitivity and informational justice. The study falls within the qualitative and quantitative paradigm. The research was conducted at a South African financial institution undergoing change due to a merger and acquisition, and comprised of in-depth interviews as well as an exploratory survey. The sample consisted of 159 employees. The results confirm those of previous research studies regarding the relationship between interpersonal justice and job satisfaction. The results also showed that a difference in the interpersonal justice perceptions of employees at different job grades exists. Interpersonal justice perceptions are likely when employees believe that they personally are treated fairly and are being adequately informed of the changes in their organisation. This is of utmost importance if one is to create a just and efficient workforce during organisational change processes.
AFRIKAANSE OPSOMMING: Die navorsing het die rol van interpersoonlike geregtigheid persepsies in 'n organisasie wat verandering ondergaan ondersoek. Interpersoonlike geregtigheid was geoperasioneel deur dit te verdeel in twee komponente naamlik, sosiale sensitiwiteit en inligtings geregtigheid. Die studie val onder die kwalitatiewe en kwantitatiewe paradigma. Die navorsing was onderneem by 'n Suid-Afrikaanse finansiele instelling wat deur organisatoriese verandering gegaan het as gevolg van 'n samesmelting. Die navorsing het bestaan uit in diepte onderhoude asook 'n ondersoek opmeetinstrument. Die steekproef het bestaan uit 159 werknemers. Die resultate van die studie ondersteun die van vorige navorsing wat betref die verhouding tussen interpersoonlike geregtigheid en werkstevredenheid. Die resultate het ook getoon dat 'n verskil in die interpersoonlike geregtigheid persepsies van werknemers op verskillende posvlakke bestaan. Interpersoonlike geregtigheid persepsies is moontlik wanneer werknemers glo dat hulle met respek en regverdigheid behandel word. Werknemers moet ook genoegsaam ingelig word van die veranderinge in die organisasie om persepsies van interpersoonlike geregtigheid te ondervind. Dit is van uiterste belang gedurende organisatoriese veranderinge om 'n doeltreffende mannekrag waar geregtigheid geld te skep.

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Zhang, Mingyu. "Client-Vendor Collaboration in Information Technology Development Projects And Its Emerging Outcomes". FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3479.

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This study investigates the key dimensions of IT project collaboration and its outcomes. We conceptualized key dimensions of client-vendor collaboration, and its emerging outcomes based on literature reviews. Then, we proposed a new research framework that links IT development processes to IT project client-vendor collaboration which in turn affects the outcomes of IT project. We examined the key dimensions of IT project collaboration and their impacts on project outcomes. We identified four critical IT development processes and technologies that contribute to the development of project collaboration. Our results include: (1) Coordination practices and technologies (such as communication quality and coordination technology) significantly influence the effectiveness of IT development.; (2) IT project collaboration can be conceptualized as consisting of two related but distinct constructs: cooperation structure and joint development; (3) IT development processes jointly influence the formation and the development of IT project collaboration. We also found that knowledge-sharing activities significantly improve the usage level of the iterative requirement generation process. (4) Different collaboration behaviors as indicated by IT project collaboration constructs affect two types of outcomes: project performance outcomes and emerging outcomes. IT project collaboration significantly improve both the emerging outcomes (such as team cultivation and relational outcomes) and performance outcomes (time, schedule and functionality). (5) Trust fully mediates the effect of cooperation structure on performance outcomes; suggesting that common rules and structures cannot directly benefit project performance without members’ believing in those rules and agreements. Through IT project collaboration, IT vendors can achieve not only traditional project outcomes but also emerging outcomes such as team cultivation and client-vendor relationship building. The relationships among IT development processes and technologies, project collaboration, and the outcomes of project collaboration are much more complex and dynamic than what the extant literature has portrayed. Multiple factors jointly influence the processes of IT development. Different patterns of client-vendor collaboration also affect the outcomes of the project, in addition, the trust level between the vendor and the client plays a major role in mediating the relationship between client-vendor collaboration and project performance.

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Kaufmann, Renee Monique. "TEACHER DISCLOSURE: DEVELOPING PRIVACY RULES, MANAGING BOUNDARIES AND BUILDING RELATIONSHIPS". UKnowledge, 2011. http://uknowledge.uky.edu/gradschool_theses/154.

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The roles and responsibilities of middle school teachers are never ending. From instructing students on state-mandated curriculum to the enrichment of character and inquiry, teachers make daily decisions about how and what to disclose to their students. The current study reexamines Hosek and Thompson’s (2009) study on how teachers develop privacy rules and coordinate boundaries using Petronio’s Communication Privacy Management as the theoretical framework. Studying middle school teachers, in lieu of college instructors, allows for a better understanding of how privacy rules and boundaries are constructed and used within the middle school. This provides a better understanding of the important factors that influence teachers’ communicative decision making within the classroom.

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Gould, Davina Yetter. "A Qualitative Analysis of Trust Issues in the Journalist/Government Communicator Relationship: An Exploratory Study". [Tampa, Fla. : s.n.], 2003. http://purl.fcla.edu/fcla/etd/SFE0000102.

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Roveda, Vanessa. "As inter-relações entre liderança, comunicação e cultura nas organizações". reponame:Repositório Institucional da UCS, 2010. https://repositorio.ucs.br/handle/11338/523.

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Acompanhando a tendência dentro do campo das Ciências Sociais de entender a relação entre os processos que a compõem, este estudo visa analisar as inter-relações entre os estilos de liderança, a comunicação do líder e a cultura organizacional. Para este fim, foi realizada uma ampla revisão bibliográfica das teorias de liderança, de comunicação e de cultura. O estudo destas inter-relações foi desenvolvido através de pesquisa quantitativa com uma amostra de 268 indivíduos trabalhadores. Os participantes responderam um instrumento para medir as dimensões de cultura organizacional, do estilo de liderança, da competência de comunicação do líder e da satisfação do subordinado com a comunicação do líder. Estes dados foram analisados através de técnicas de correlação, regressão linear e análise de variância, mostrando significativas relações entre o estilo de liderança, a comunicação do líder e as características da cultura presente nas organizações. Comprovando que os comportamentos do líder orientados ao relacionamento geram maior influência na comunicação e na cultura, que os comportamentos do líder orientados a tarefa
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Made available in DSpace on 2014-06-02T18:50:36Z (GMT). No. of bitstreams: 1 Dissertacao Vanessa Roveda.pdf: 2174254 bytes, checksum: 06ebfa647afd6bf71370c2ea9de34a7b (MD5)
Following a tendency within the social sciences to understand the relationship among the processes that compose it, this study aims to examine the interrelationships among leadership styles, the leader communication and the organizational culture. To this end, an extensive review of leadership, communication and culture theories was conducted. The study of interrelationships was developed through quantitative research with a sample of 268 employed individuals. The participants answered to an instrument to measure the dimensions of culture, leadership style, and communication competence of the leader, as well as the subordinate satisfaction with the leader communication. These data were analyzed by correlation techniques, linear regression and ANOVA, showing significant relationships between leadership style, communication of the leader and the characteristics of this culture in organizations. Proving that the behavior of relationship-oriented leader generate greater influence on communication and culture, the conduct of the task-oriented leader

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Binder, Heidi A. "Cultural fluency in the eye of the storm : a mediation case study". Scholarly Commons, 2012. https://scholarlycommons.pacific.edu/uop_etds/800.

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The eye of the storm is the calm center amidst chaos where, metaphorically speaking, mediators often begin their work. Recent research has advocated for a more holistic, relational, culturally inclusive approach to the mediation process. Such an approach requires conflict fluency as well as cultural fluency for effective mediation. This thesis explores how the intervention strategies of mediation may be enhanced through increased cultural understanding. Current theories of intercultural conflict transformation and intercultural communication are reviewed. Conflict fluency is understood through a mediation perspective. Cultural fluency is understood through cultural identity, cultural values, communication styles, and conflict styles. A case study follows the theoretical review of the literature. In this case study, a small community mediation center illustrates what is happening in the field today regarding the relationship between culture and conflict. The case study involves a 6 holistic analysis of the organization, seeking to understand intercultural competence at all levels. This includes an analysis of keystone materials, a survey of mediators, Intercultural Effectiveness Scale (IES) results, and interviews with mediators as well as organizational leadership. The thesis concludes with a list of recommendations that may be useful to this community mediation center as well as other similar organizations. Amongst these recommendations are potentially useful training items such as intercultural conflict styles, critical moment dialogues, and other intercultural tools designed to increase mediator competence in intercultural communication.

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Pinho, Felipe Saraiva Nunes de. "Por una sostenibilidad humana en la Empresa: aportaciones de la filosofía de Paul Ricoeur a la Gestión Ética de Personal". Doctoral thesis, Universitat de Barcelona, 2016. http://hdl.handle.net/10803/383520.

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Ante los avances tecnológicos, las crisis económicas y ambientales, la crítica a la razón y al proyecto de la modernidad, la ética se muestra como un momento necesario de repensar, de manera responsable, las elecciones y las acciones humanas. En este escenario, la ética de la empresa (business ethics), como ética aplicada, se presenta como uno de los campos más fértiles de los debates éticos contemporáneos, debido a los desafíos teóricos y metodológicos, a las contradicciones e incoherencias discursivas y, al mismo tiempo, a las oportunidades creativas para la crítica filosófica. Comprendiendo que el modelo adoptado de gestión de personal determina los límites y las condiciones de realización de la ética empresarial, el objetivo de nuestra investigación doctoral es, apoyándonos en la petite éthique de Paul Ricoeur, presentar una propuesta teleológica de ética empresarial, con énfasis en el protagonismo del sujeto capaz y dialógico. Consideramos que hace falta, en los modelos teóricos de la Ética Empresarial, en los discursos e investigaciones de las ciencias administrativas, una comprensión ontológica sobre el sujeto ético y su capacidad de actuar. Juzgamos que la Filosofía de Ricoeur, con sus estudios ontológicos, hermenéuticos y principalmente éticos, puede servir de marco teórico y suplir la carencia de las actuales perspectivas éticas aplicadas a las empresas, contribuyendo a la elaboración de Políticas de Gestión de Personal más sostenibles y a la concienciación de los directivos con relación a la complejidad del ser humano y, principalmente, de su valor.
In the face of technological advances, of economic and environmental crises, and of the critique of reason and of the project of modernity, ethics presents itself as a necessary time to rethink, in a responsible manner, the choices and human actions. In this scenario, business ethics as applied ethics constitutes one of the most fertile fields of contemporary ethical debates due to the theoretical and methodological challenges, the contradictions and discursive inconsistencies, and at the same time the creative opportunities for philosophical criticism. Understanding that the adoption model of people management determines the limits and conditions for practices of business ethics, the aim of our doctoral research is to present a teleological proposal of business ethics based on Paul Ricoeur's petite ethique, highlighting the role of the capable and dialogical individual. We believe there is a lack of ontological comprehension — in theoretical models of corporate ethics and in speeches and investigations of administrative sciences there — on the ethical individual and his ability to act. We also believe Ricoeur's philosophy, that is his ontological hermeneutic ethical studies, can serve as a theoretical framework and supply the deficiencies of current ethical perspectives applied to the company, contributing to the development of more sustainable people management policies and to the awareness of the directives in relation to the complexity of human being and especially to his value.

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Anderson, Suzanne Michelle. "Influences of supervisor and peer support on transfer of training". CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2802.

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Student employees (N=86) at a major research institution participated in a new hire orientation training and then responded to questionnaires measuring ten transfer behaviors and eight work environment constructs measuring support, frequency of contact, cohesion, and general means efficacy. Supervisor ratings of trainee performance were used to measure transfer behaviors.

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Hanna, Nilsson, i Dahlqvist Jennie. "Framgångsrika kvinnors kommunikativa strategier : En kvalitativ intervjustudie om kommunikativa strategier vid interpersonell kommunikation mellan högt uppsatta kvinnor och deras manliga kollegor". Thesis, Linnéuniversitetet, Institutionen för medier och journalistik (MJ), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-45354.

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Women are being elevated into more leadership roles in society - roles that have long been primarly held by men. Women are also rising within male-dominated professions, and recent studies indicate that more women are being placed in key management positions. In order to gain credibility in leadership, women must find a management style that exudes authority, but also corresponds with the expectations of appropriate female behavior within masculine organizational contexts. In examining women in roles that are traditionally held by men, we conducted an interview-study to investigate and analyze the communication strategies of female managers in male-dominated companies. The study included analysis of communication strategies used by women as compared to their male colleagues. We note that research in this area has previously been done, but there has been a fairly limited focus examining only female communication strategies. Our study shows that the women use a variety of communication strategies, rather than a single strategy, and the main conclusion we can draw is that the women are proficient in changing communication strategies and methods depending on their audience. The study also shows an unexpected fact that goes against the published research on female communication in typically male dominated roles: Women in male-dominated professions choose to take on the communication style of men, using straight, simple and factual communication, rather than detailed, less direct communication styles generally associated with women.

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