Rozprawy doktorskie: „Workplace communication”

1

Mallett-Hamer, Beverly. "Communication within the workplace". Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mallett-hamerb.pdf.

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Турчина, Тамара Василівна, Тамара Васильевна Турчина i Tamara Vasylivna Turchyna. "Intercultural Communication in the Global Workplace". Thesis, Ukrainian Academy Of Banking, 2009. http://essuir.sumdu.edu.ua/handle/123456789/50957.

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The need for intercultural communication skill is obvious - we are all working in an interconnected global economy and it is important to build good relationships with people from other cultures. This leads to better business.

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Ruddick, Gayle Elizabeth. "Intergenerational leadership communication in the workplace". Connect to this title online, 2009.

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Kolhatkar, Madhuri. "Web-mediated communication at workplace : a case study at US WEST Communications". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape9/PQDD_0001/MQ43614.pdf.

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Martins, Susanne. "Intercultural communication and cultural intelligence in the workplace". Thesis, Martins, Susanne (2013) Intercultural communication and cultural intelligence in the workplace. Masters by Research thesis, Murdoch University, 2013. https://researchrepository.murdoch.edu.au/id/eprint/16881/.

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In today’s increasingly intercultural workplace setting, an individual’s ability to function effectively in culturally diverse situations is paramount for the success of the organisation. The main purpose of this study is to examine and understand the intercultural communication between Australian hospital workers (nurse managers, nurses and Patient Care Assistants and volunteers) through the theoretical lens of Cultural Intelligence (CQ). A mixed method approach was employed to collect data from multiple sources including the use of questionnaires and interviews. Items for the questionnaires and interviews were drawn from the literature on cultural intelligence. The questionnaire included 20 Likert scale items which were developed by the Centre for Cultural Intelligence based in the United States and Singapore. In addition there were six Likert scale items developed by the researcher on intercultural experiences to gauge satisfaction levels in interactions. Another seven Likert scale items were drawn from the Ali Individualism Scale to understand how culture type influenced CQ and intercultural interactions. The interview included six open-ended questions related to cultural intelligence, English language proficiency and a critical incident scenario. The interviews were used to provide detail on the cultural intelligence questionnaire statements. A Western Australian private hospital was selected for the study where 400 questionnaires were distributed. Out of these 157 returned questionnaires, 15 voluntary interviewees were chosen based on their job roles and culture type to be interviewed. The study found that overall the hospital workers had a high level of cultural intelligence. There were two cultural intelligence factors that were low: Cognitive CQ, involving knowledge of other cultures, and Behavioural CQ, involving the ability to provide the appropriate cultural response during intercultural interactions. The study found that those with higher levels of CQ enjoyed meeting people of different cultures and had more satisfactory relationships. Those with lower levels of CQ seemed to have more challenging intercultural interactions. This thesis concluded by recommending that the hospital provide intercultural awareness training to all staff and some form of technical training relating to introduction of common terms used in a hospital setting for employees who have lower levels of English proficiency. It was also recommended that the hospital include CQ as part of their Human Resources systems, such as recruitment, appraisals and competency assessments.

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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict". CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.

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Rick, Jessica M. "The Communicative Construction of Workplace Flexibility Stigma". Thesis, University of Missouri - Columbia, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13877163.

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Workplace flexibility is becoming more and more common in American workplaces. However, most of these policies are created for professional and white-collar workers. Scholars have argued that the “missing middle,” that is, workers who are neither in the professional class nor low-wage workers, are often ignored in formal policies. Scholars have argued that workers experience a stigma for using these policies; however, little is known about how this stigmatization process occurs. This dissertation employs a grounded theory methodology to analyze 29 semi-structured interviews with missing middle workers to understand how they communicatively construct workplace flexibility and its attending stigma. Analysis of the data suggested the missing middle constructed workplace flexibility by drawing upon macro, meso, and micro-level D/discourses. In doing so, my participants communicated a fine line between use and abuse of workplace flexibility policies based on a) the perception of a worker as lazy, b) the perception of a worker using flexibility too frequently, and c) the perception of a worker having a non-acceptable rationale for using flexibility. Thus, workers become stigmatized for being perceived to abuse, not use, the policies. Based on the data, I offer a ground theory of this flexibility stigmatization process, that includes: a) organizational norms surrounding flexibility, b) the use of workplace flexibility, c) talk surrounding flexibility, and d) stigma perceptions. I then offer potential ways this communicative process can be reconstituted and transformed by human resource personnel, managers, and workers to disrupt the cycle of workplace flexibility stigma.

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Caccia, Lewis E. Jr. "Risk Communication in the Workplace: An Analysis of Communication Toolkits as Rhetorical Practice". Kent State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=kent1239226189.

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Caccia, Lewis E. "Risk communication in the workplace an analysis of communication toolkits as rhetorical practice /". [Kent, Ohio] : Kent State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1239226189.

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Thesis (Ph.D.)--Kent State University, 2009.
Title from PDF t.p. (viewed Nov. 13, 2009). Advisor: Sara J. Newman. Keywords: labor relations, workplace, risk communication, occupational safety, safety communication, enthymemes, literacy, rhetoric, Communications Toolkits, Toolkits, topoi. Includes bibliographical references (p. 196-206).

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Millner, Madison Sara. "Communication in the Workplace: Does Communicating Breastfeeding Needs Affect Breastfeeding Duration for Working Mothers?" Thesis, North Dakota State University, 2018. https://hdl.handle.net/10365/28756.

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The purpose of this study was to identify if employer interpersonal communication and support are factors that reduce breastfeeding duration. An online, 85-item questionnaire was completed by employed breastfeeding mothers in the state of North Dakota. Of the 502 respondents, responses of a subset of 214 mothers who had concluded breastfeeding were analyzed. Shorter breastfeeding duration was seen in mothers who reported not being confident in combining breastfeeding and working. This was further seen in shorter breastfeeding duration among mothers who did not feel comfortable asking for accommodations or taking breastfeeding breaks. Mothers who were unsure about manager?s support of breastfeeding had shorter breastfeeding duration. Many respondents stated that their employer did not provide instrumental support. Over half of the respondents (60%) were unsure or disagreed/strongly disagreed that written policies concerning breastfeeding or pumping were present. Further research is needed to determine additional workplace barriers that reduce breastfeeding duration.

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Zhang, Yuejiao. "DEFINING WORKPLACE INFORMATION FLUENCY SKILLS FOR TECHNICAL COMMUNICATION STUDENTS". Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2828.

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Information fluency refers to the ability to recognize information needs and to gather, evaluate, and communicate information appropriately. In this study, I treat "information fluency" as both an overall competency and as a collection of knowledge and skills. The purpose of this study is to explore the specific workplace information fluency skills valued by employers of technical communicators, to find out how instructors perceive and teach these skills, and to suggest how these findings can inform our teaching practices. Within the framework of qualitative methodology, this study employs two data-collection instruments, including a content analysis of online job recruitment postings and a survey of technical communication instructors across the United States. The study discovers that when hiring technical communicators, employers require candidates to have skills in information processing, information technology, and critical thinking. Candidates must be able to identify their information needs, and must know how to use specified tools to gather, evaluate, and communicate information. It also reveals that although "information fluency" is a new terminology to a majority of instructors, the skill sets that constitute information fluency already existed in their knowledge. The study's last finding suggests that the opportunity for an internship is perceived as the most helpful in students' acquisition of information fluency skills. This dissertation concludes with a list of specific employer-valued information fluency skills, recommendations for program administrators and instructors for implementing information fluency, as well as recommendations for future researches on this subject.
Ph.D.
Department of English
Arts and Humanities
Texts and Technology PhD

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12

Fowler, Jamie. "Communication within the workplace a study at Westconsin Credit Union /". Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004fowlerj.pdf.

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Weyant, Jacob B. "Communicating organizational culture in the workplace through writing". Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3149.

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Thesis (M.A.)--George Mason University, 2008.
Vita: p. 83. Thesis director: Douglas Eyman. Submitted in partial fulfillment of the requirements for the degree of Master of Arts in English. Title from PDF t.p. (viewed July 8, 2008). Includes bibliographical references (p. 80-82). Also issued in print.

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Hauksdóttir, Helga. "The Influence of Communication for the Future of the Physical Workplace". Thesis, Uppsala universitet, Medier och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-385938.

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The aim of the study was to examine employees' attitudes towards work shifting to the digital space and whether there will still be a need for the physical workplace in the future in relation to the development of information and communication technologies. For this study a survey was conducted to answer the following questions; how is the digital transformation of work affecting the workplace for employees in the Icelandic tech sector, what are the factors that affect the choice of workspace, and how can the choice of office space influence job satisfaction? Literature and theories about workplace development, digitalization, organizational communication and information, and communication technologies were used to gain a broader and deeper knowledge of the field. The study shows that it is likely that there are still some changes to take place in today's workplaces and that increased flexibility is one of those changes as 94.9% of participants in this research thought flexibility was an important feature for the organization to possess to be an attractive workplace. Face-to-face communication is more effective and there is still a need for the physical workplace according to the participants of this study. It is essential for organizations today to stay attractive and become more attractive in the eyes of current and future employees. The workplace needs to be a place where employees feel good and where they prefer to work so that face-to-face communication and relationships between co-workers and managers does not only take place in the digital environment. A balance between the physical and virtual office space needs to be the focus for organizations in the coming years. Subsequently, the results were compared with the theories and previous studies.

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Fullwood, Christopher. "Video-mediated communication : psychological and communicative implications for advice on good practice". Thesis, University of Stirling, 2003. http://hdl.handle.net/1893/932.

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This thesis investigates whether certain practices improve the use of video-mediated communication; specifically video-mediated gazing (the act of looking directly into the camera) and face-to-face familiarisation prior to video-mediated meetings. This is done through comparisons of conditions where such practices are employed and control conditions. The successful adoption of these practices is assessed using a multi-level approach: investigating the communicative process, participant perceptions and task outcome. Participant perceptions are directed towards assessing the media, assessing other participants using the media, perceptions of task performance and communicative success, and perceptions of social co-presence. In cases where task outcome is assessed, an objective measurement of performance is taken. Communicative process is assessed through investigating participants use of gazing behaviour and verbal aspects of process: for example turn length, dialogue length and the numper of interruptions. Verbal aspects of process are also measured using Conversational Games analysis, where the functions of participants' utterances are assessed. The results show that participants who gaze at the camera are perceived more favourably. Accompanying speech with video-mediated gazing also results in improved recall of information. Face-to-face familiarisation alters participant perceptions of others using the media and feelings of social co-presence. It is concluded that for certain applications (specifically social tasks) and with an appropriate level of training (specifically with the use of video-mediated gazing) the use of such strategies benefits video-mediated communication.

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Packery, Ronalda. "Change management and communication: factors influencing the successful communication of change at a workplace". Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1009.

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Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Business Administration in the Faculty of Business and Management Sciences at the Cape Peninsula University of Technology
Change management and communication have been studied by researchers in the past. In this case the researcher identified the need to investigate specific factors influencing the successful communication of change at a workplace. The organisation used in this study recently experienced a range of changes and was the perfect case for the study. The paper deals with the communication of change to employees of different (1) age groups, (2) levels of education, and (3) positions in the organisation. The planning for this study was presented in a research proposal to the higher degrees committee (HDC) of Cape Peninsula University of Technology (CPUT). The researcher reviewed literature from previous studies and defined key concepts to be used in this study. The revised literature of previous studies, applicable to this study, can be found in Chapter 3 of this thesis. The researcher used the mixed method research design for the study. Data was collected through qualitative and quantitative research methods, using a questionnaire and interviews as data collection tools. The data collected with the questionnaire was analysed by use of the statistical package for social science (SPSS) to generate descriptive results. The data collected during the interviews was analysed qualitatively. The research findings indicate that the organisational change communication strategy does not provide for differentiation between age groups, varying education levels or positions in the organisation. The division, in which the research was performed, has its own internal ways of dealing with the differences in education levels and positions. Recommendations and suggestions are presented in Chapter 7. It is intended that this research will contribute to academic knowledge in the fields of change management and change communication fields. Further studies on this phenomenon will be required as the organisational environments are ever-changing.

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Kavan, Danielle. "Closing the Divide: communicating with millennials in the workplace". Kansas State University, 2011. http://hdl.handle.net/2097/9097.

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Master of Science
Department of Communication Studies
William Schenck-Hamlin
Although some literature exists to describe the difference between Millennials and other generations in the workplace, I have developed my own ten steps that will help match what Millennials want from their bosses and workplace with what the company needs from them based on the research available and my own personal experience in a a workplace that did not cater to Millennials.

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Stark, Patricia Pullin. "An investigation into social cohesion in workplace meetings : issues concerning communication and social cohesion in the workplace". Thesis, University of Birmingham, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.442639.

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The aim of this study is to explore and describe linguistic strategies that help to create and maintain social cohesion in the workplace. Recent changes in the workplace have resulted in greater diversity within the workforce and changes in working patterns. This has led to nascent recognition of the importance and value of interpersonal communication at work. Many studies focus on miscommunication and pre-defined, normative notions of culture are often referred to in explaining communication difficulties. I argue that focus on effective communication and the individual's use of language is of greater value. Individuals are viewed as multifaceted rather than as adhering to one culture, whilst the notion of dynamic, emergent cultures within specific contexts replaces that of essentialist cultures. The study deals with native speaker and non-native speaker discourse in meetings. It draws on the roles of politeness, solidarity, affect and relational and transactional language in creating a suitable working atmosphere for goals to be achieved effectively. Module 2 deals with methodology and the pilot study, based on discourse analysis and a grounded approach. Module 3 focuses on exploring and analysing a narrow range of linguistic features relating to social cohesion in the workplace.

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Willemyns, Michael. "Communication accommodation in the workplace : status, sex, goals and strategies /". St. Lucia, Qld, 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17771.pdf.

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Barnardt, Gerard Louis. "Electronic communication in the workplace : employer vs employee legal rights". Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49942.

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Thesis (LLM)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The monitoring of electronic communication is likely to face all employers sooner or later. The rapid advancement in technology aimed at helping to monitor electronic communication, makes it easier than ever before for employers to monitor the electronic communications of their employees. There are important questions to consider when dealing with the topic of monitoring electronic communication. Examples include "mayan employer legally monitor electronic communications?" and "how does monitoring affect the employee's right to privacy?" This thesis is an attempt to answer these and other related questions by analysing, inter alia, South African legislation, the Constitution and case law, as well as comparing the law as it applies in the United Kingdom and the United States of America. The analysis and conclusion offered in this thesis aim to provide theoretical consideration to academics and practical application for employers that are faced with the reality of monitoring electronic communications.
AFRIKAANSE OPSOMMING: Alle werkgewers sal waarskynlik die een of ander tyd met die monitering van elektroniese kommunikasie gekonfronteer word. Die snelle voortuitgang in tegnologie wat daarop gemik is om te help met die monitering van elektroniese kommunikasie, maak dit vir werkgewers makliker as ooit tevore om sodanige kommunikasies van hulle werknemers te monitor. Daar is egter belangrike vrae wat oorweeg moet word wanneer die onderwerp van monitering van elektroniese kommunikasie ter sprake kom. Voorbeelde hiervan is "mag 'n werknemer regtens elektroniese kommunikasies monitor?" en "hoe raak monitering die werknemer se reg tot privaatheid?" Hierdie tesis is 'n poging om hierdie en ander verwante vrae te beantwoord deur die ontleding van, onder andere, Suid-Afrikaanse wetgewing, die Grondwet en die reg soos deur hofuitsprake ontwikkel, sowel as vergelyking van die reg soos wat dit van toepassing is in die Verenigde Koninkryk en die Verenigde State van Amerika. Die ontleding en gevolgtrekking wat in hierdie tesis aangebied word, is gemik op die verskaffing van teoretiese oorweging aan akademici en praktiese toepassing vir werkgewers wat met die realiteit van die monitering van elektroniese kommunikasies gekonfronteer word.

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Brown, Joanne. "Through the looking glass : clinical communication in the clinical workplace". Thesis, University College London (University of London), 2012. http://discovery.ucl.ac.uk/10020802/.

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This qualitative study investigates the subject of Clinical Communication and how it is taught, learned and practised in one London Medical School and Hospital. It is informed by theoretical perspectives from workplace learning and in particular the theoretical construct of Recontextualisation. Five clinical communication teachers and five fourth year medical students took part in a series of semi structured interviews and ward observations over a period of four months. Teachers were interviewed about their teaching practice, they were asked to observe students in the clinical workplace and finally were asked to reflect upon whether these observations had informed their teaching practice. Students were interviewed about how they had learned and subsequently practised clinical communication in the clinical workplace. In total fifteen interviews and nine ward observations were carried out and nine reflective accounts were collected. Data from the interviews and observations were analysed using Responsive Interviewing Analysis. Results suggest that teachers wished to develop a more authentic and integrated teaching practice focused on the clinical workplace and wanted to go beyond the traditional notion of clinical communication as 'skills' based only. Students seemed able to apply the clinical communication skills they had been previously taught to the clinical workplace, but the patient centred philosophy underpinning these was lost and was also not reflected in the clinical workplace culture. Conceptually, the research shifts focus to the clinical workplace as the legitimate location for teaching and learning clinical communication and proposes a new and expanded way of understanding learning in this context. Significant implications for discussion are raised about the theoretical stance taken by the clinical communication community of practice and the way in which it understands and articulates fundamental beliefs about clinical communication.

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Miyazoe-Wong, Yuko. "Conversational negotiation in Chinese-Japanese interaction : an analysis of workplace communication". Monash University, School of Asian Languages and Studies, 2001. http://arrow.monash.edu.au/hdl/1959.1/8528.

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Mak, Chun-nam, i 麥震嵐. "Language and communication: a sociolinguisticstudy of newcomers' socialization into the workplace". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B43224209.

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Grassman, Kelsey N. "Single and Working: A Content Analysis of Workplace Romance Policies". University of Dayton / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1430489925.

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Eickholt, Molly S. "The Effect of Superiors' Mentoring on Subordinates' Organizational Identification and Workplace Outcomes". Thesis, West Virginia University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10789351.

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This dissertation investigated the relationships between subordinates’ perceptions of the mentoring they receive from their superiors and their reports of organizational identification and workplace experiences. Specifically, the relationships between (1) career development and psychosocial mentoring functions and organizational identification, (2) organizational identification and job satisfaction, communication satisfaction, and organizational commitment, (3) and career development and psychosocial mentoring functions and job satisfaction, communication satisfaction and organizational commitment were examined. Furthermore, the indirect effect of mentoring functions on job satisfaction, communication satisfaction, and organizational commitment through organizational identification was examined. Paid, fully-employed adults completed an online survey measuring their perceptions of mentoring from their direct superior, organizational identification, job satisfaction, communication satisfaction with their superior, and organizational commitment. Results showed significant positive relationships between (1) the career development and psychosocial mentoring functions and organizational identification, (2) organizational identification and job satisfaction, communication satisfaction, and organizational commitment, and (3) mentoring functions and job satisfaction, communication satisfaction, and organizational commitment. Results also indicated evidence of an indirect effect of mentoring functions on subordinates’ job satisfaction, communication satisfaction, and organizational commitment through subordinates’ increased organizational identification. These results suggest that organizational identification is an important factor in enhancing employees’ workplace experiences and that organizational leaders may consider fostering workplace environments in which employees are likely to identify with the organization.

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Condon, Matthew Alan. "Communicative Strategies Used in the Introduction of Spirituality in the Workplace". The University of Montana, 2009. http://etd.lib.umt.edu/theses/available/etd-12162009-134759/.

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Many organizational leaders and employees have become increasingly interested in implementing some form of spiritual practice or orientation into the fabric of the workplace. A burgeoning field of research and practice has emerged in the past two decades that attempts to address this growing interest. This field is diverse and identified with various titles, the most common being spirit at work, spirituality in the workplace, faith at work, and faith in the workplace. Because any cognates of the words spirit and faith are universally associated with religion, implementing any form of spiritual practice or orientation into a workplace setting comes with multiple challenges, not the least of which being the ways in which the concepts involved are communicated to organizational members. This paper examines such implementation in the context of communication, investigating the communicative strategies employed by practitioners and consultants in this area. Three interviews were conducted with practitioners who introduced spiritual principles to three separate organizations. Interviews were then conducted with the three organizational representatives with whom these practitioners worked. Emphasis was placed on investigating the approaches utilized by practitioners in their attempts to successfully communicate the subject matter, and on the perceptions of the organizational representatives regarding the effectiveness of the communicative strategies that were utilized by practitioners. The concluding section includes implications for practitioners and organizational leaders, as well as recommendations for future study.

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Jia, Moyi. "Emotion and Communication Behaviors in the Workplace: Supervisor Nonverbal Immediacy, Employee's Emotional Experience, and Their Communication Motives". Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1374872247.

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Miller, Marisa Jean. "Inclusion and Assimilation: Including Change in the Workplace". PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4539.

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Organizational assimilation is an ongoing and dynamic relationship between organization and individual member, where employees learn the expected norms of the organization and feel that they are able to attempt to make a change to the organization. Organizational members rely on social interactions within the organization to acquire the necessary knowledge they need to perform their roles, as well as support to attempt changes within the organization. This study proposes that feelings of inclusion, or the perception that an employee both belongs to and is unique within an organization, may be an influential construct associated with organizational assimilation and beneficial assimilation outcomes. This study conducts quantitative analysis of survey data collected from employees at a university in the Pacific Northwest, and considers the following components of organizational assimilation, organizational knowledge and individualization, and their potential connection to inclusion in the workplace. Inclusion in the workplace is conceptualized as social inclusion and task inclusion. This study finds that organizational knowledge and individualization are positively associated with social and task inclusion. This is useful to assimilation literature, because inclusion is not often considered when studying organizational assimilation. In addition, these results indicate that inclusion in the workplace is valuable to creating a workplace where employees feel that they can invest themselves in an organization, and are free to individualize their role or attempt to make some sort of change to the organization.

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Chen, Zheng. "Cultural hybridization in a multicultural uniersity workplace : how rapport management works in intercultural communication". HKBU Institutional Repository, 2013. https://repository.hkbu.edu.hk/etd_ra/1554.

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Communication skills and interpersonal relationships have been receiving an increasing amount of attention in literature on workplace culture. Being polite serves a significant role in building up a harmonious working environment, and in enhancing communication efficiency. Current approaches to politeness have called for a more comprehensive framework than the polite-impolite continuum. There is a growing tendency to view politeness as a matter of appropriateness, which involves the negotiation of relationships. This new trend is represented by Spencer-Oatey’s rapport management theory. While rapport management has been framed within the study of workplace culture or communities of practice (CofP), little empirical research has investigated its application in intercultural settings. The present study has continued the focus of building up and maintaining rapport at work, which draws attention to intercultural communicative behaviour as it arises in a multicultural context. In essence, the purpose of this study is to examine how people from different cultural backgrounds manage rapport at work, and consequently explore how the workplace culture is shaped. It also aims to document and examine the change and development of workplace culture with the participation of different members. A multi-method approach underpins the study, which enables the research concern to be looked at from different perspectives. This approach, involving the adoption of workplace observation, audio recording of conversations, and semi-structured interviews, overcomes the weakness of using one single instrument to analyse communicative behaviour. Situated in a multi-cultural university workplace in Mainland China, the research makes use of naturally-occurring interactions between Chinese and foreign (American and European) teaching-related staff. The study is composed of two phases with some overlap of participants. Conversations are analyzed using Spencer-Oatey’s rapport management theory. While audio recording serves as the primary tool to collect data, follow-up and in-depth interviews were conducted in which participants were asked to recall and evaluate others’ and their own communicative behaviour. Findings from the data analysis suggest that participants exhibit an appropriate amount of their own inherent behaviour. Each of them contributes their own cultural traits and personalities to the intercultural communication process, which ultimately determines the general tendency of rapport management style. A diversity of rapport management strategies is identified according to participants’ different rapport management orientations and individual dispositions. Some features of the workiii place culture are thus clearly revealed. Neither the local Chinese staff nor the foreign (native English-speaking) staff behave in a way that could be described as typical of their own culture; their behaviour conforms to a hybridized culture which shows characteristics of both the local Chinese and foreign cultures. The comparison of results from the two phases indicates that the workplace culture evolves according to the cultural and personal attributes displayed by participants. This process is associated with a pidgin language analogy. This study therefore yields a better understanding of the dynamic nature of intercultural workplace communication. While there has long been debate and emphasis on adaptation to a workplace culture, the present study suggests that cultural hybridization is the trend in such a multicultural university workplace. It is therefore implied that in order to manage rapport appropriately in intercultural communication, it is important to be able to negotiate one’s behavioural norms to the workplace culture instead of only acclimating oneself to the local culture.

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Whicker, Leanne, i n/a. "Interpersonal Communication and Appraisal : The Application of Cognitive Appraisal Theory to Difficult Communication at Work". Griffith University. School of Applied Psychology, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030808.150552.

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The program of research reported here was concerned with what makes difficult face-to-face communication in work settings difficult. A framework for analysing this problem was developed by bringing together the disparate literatures of communications theory and cognitive appraisal theory. The framework identified the outcome of an instance of face-to-face communication at work as a function of features of the situation, the appraisal that the worker makes in the situation, and the response strategies selected for dealing with the situation. The research program was directed to operationalising these constructs and studying their interrelationship. The first two studies reported in the thesis (Studies 1 and 2) revealed the types of communication encounters that are most difficult to manage at work, and offered insight into why these situations are difficult. Qualitative and quantitative data were gathered and the quantitative data analysed using multidimensional scaling techniques. The results provided a taxonomy of difficult communication situations in the workplace. The next two studies (Studies 3 and 4) focused on the development of measures of primary and secondary appraisal, and on a taxonomy of response strategies applicable to work settings. A new measure of primary appraisal was developed from qualitative data pertaining specifically to the domain of difficult communication contexts. Principal components analysis was used in the development of the response strategies instrument. Study 5, the final study, reported the results of the application of cognitive appraisal theory to the context of difficult communication at work. In this study, the theory was applied to four difficult communication situations identified in Study 1, and the relationships among appraisal, response strategy, and outcome were investigated using principal components analysis and, subsequently, hierarchical regression analysis. The results indicated that, as the appraisal of the context varies, so too does the choice of response strategy, lending support to the transactional model. Appraisal contributes significantly to response strategy choice and to the outcome of the situation over and above that offered by response strategies alone. In addition, the findings revealed that appraisal of the situation differ across situations and according to the status of the other person in the encounter. The findings of the series of studies reported here point to the value of viewing difficult communication situations in the workplace in terms of the interrelated constructs of situations, appraisals, strategies rather than, as more commonly, in terms of characteristics of difficult persons. Some situations are inherently more difficult than others, appraisals alter the difficulty level of situations, and the availability of response strategies influence outcome. Appraisal is, however, a construct of central importance, in much the same way it is in the research context from which it was appropriated, viz stress research. Appraisal contributes significantly to choice of response strategy and directly to outcome over an above the contribution of response strategy. The research program was not without its shortcomings, among them the reliance on retrospective reports of participants about their behaviour, and these need to be addressed in future research. The findings as they stand do, however, point to more useful ways of conceptualising difficult situations at work and devising methods of intervention that will ensure better outcomes, in a significant area of life in the modern workplace.

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Whicker, Leanne. "Interpersonal Communication and Appraisal: The Application of Cognitive Appraisal Theory to Difficult Communication at Work". Thesis, Griffith University, 2003. http://hdl.handle.net/10072/366193.

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The program of research reported here was concerned with what makes difficult face-to-face communication in work settings difficult. A framework for analysing this problem was developed by bringing together the disparate literatures of communications theory and cognitive appraisal theory. The framework identified the outcome of an instance of face-to-face communication at work as a function of features of the situation, the appraisal that the worker makes in the situation, and the response strategies selected for dealing with the situation. The research program was directed to operationalising these constructs and studying their interrelationship. The first two studies reported in the thesis (Studies 1 and 2) revealed the types of communication encounters that are most difficult to manage at work, and offered insight into why these situations are difficult. Qualitative and quantitative data were gathered and the quantitative data analysed using multidimensional scaling techniques. The results provided a taxonomy of difficult communication situations in the workplace. The next two studies (Studies 3 and 4) focused on the development of measures of primary and secondary appraisal, and on a taxonomy of response strategies applicable to work settings. A new measure of primary appraisal was developed from qualitative data pertaining specifically to the domain of difficult communication contexts. Principal components analysis was used in the development of the response strategies instrument. Study 5, the final study, reported the results of the application of cognitive appraisal theory to the context of difficult communication at work. In this study, the theory was applied to four difficult communication situations identified in Study 1, and the relationships among appraisal, response strategy, and outcome were investigated using principal components analysis and, subsequently, hierarchical regression analysis. The results indicated that, as the appraisal of the context varies, so too does the choice of response strategy, lending support to the transactional model. Appraisal contributes significantly to response strategy choice and to the outcome of the situation over and above that offered by response strategies alone. In addition, the findings revealed that appraisal of the situation differ across situations and according to the status of the other person in the encounter. The findings of the series of studies reported here point to the value of viewing difficult communication situations in the workplace in terms of the interrelated constructs of situations, appraisals, strategies rather than, as more commonly, in terms of characteristics of ‘difficult’ persons. Some situations are inherently more difficult than others, appraisals alter the difficulty level of situations, and the availability of response strategies influence outcome. Appraisal is, however, a construct of central importance, in much the same way it is in the research context from which it was appropriated, viz stress research. Appraisal contributes significantly to choice of response strategy and directly to outcome over an above the contribution of response strategy. The research program was not without its shortcomings, among them the reliance on retrospective reports of participants about their behaviour, and these need to be addressed in future research. The findings as they stand do, however, point to more useful ways of conceptualising difficult situations at work and devising methods of intervention that will ensure better outcomes, in a significant area of life in the modern workplace.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Faculty of Health Sciences
Full Text

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Descardeci, Maria Alice Andrade de Souza. "Resources of communication : a study of literacy demands in a Brazilian workplace". Thesis, University College London (University of London), 1997. http://discovery.ucl.ac.uk/10019772/.

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Lee, Hye Eun. "Communication network approaches to conflict management at the workplace and job satisfaction". Diss., Connect to online resource - MSU authorized users, 2008.

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Mak, Chun-nam. "Language and communication a sociolinguistic study of newcomers' socialization into the workplace /". Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B43224209.

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Nober, Michelle. "The effects of workplace restructuring on job satisfaction". University of the Western Cape, 2014. http://hdl.handle.net/11394/4727.

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Masters in Public Administration - MPA
This study has been conducted before when the company in question underwent a restructuring (name change) but did not threaten the loss of jobs. This study is being conducted again because another restructuring has taken place over the period of 2011/2012 and involved the retrenchment of employees nationally. The company represented in the study is one of the largest cleaning companies in South Africa and has a very broad and influential client base. They are in high demand in the cleaning industry and have positively impacted many companies and organisations over their many years of existence. Because of the magnitude of the workplace restructuring this time around, more people have been affected (both those who were retrenched as well as those who were left behind). According to Vermeulen, 2002, “Downsizing” is a term that emerged in managerial circles and was used in the business press, but no precise theoretical formulation underpins any clear definition of the term. When hearing the term downsizing, one often will use this together with the term “laying-off” interchangeably. However, some authors will focus on different elements of downsizing for example in reporting on a comprehensive study of downsizing in American industry, Cameron, Freeman and Mishra (1993) limited the term's use to a programme which is an intentional process. This process involves an overall reduction in personnel with a view to improving the efficiency of the organisation. The process wittingly or unwittingly affects work processes at the organisation concerned. According to Hellgren, et al (2005), the attitudinal constructs investigated in this study were job satisfaction, job involvement, organisational commitment, and turnover intention. Job satisfaction represents a general affective response to the overall job situation. Following Locke (1976, p. 1300), we define job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”. ...employees who survived downsizing were likely to experience high levels of stress and decreased levels of organizational commitment and motivation. These individuals are often known as the "victims" of downsizing due to research that documents the devastation of job loss, focusing on negative consequences in terms of psychological and physical well-being (Bennett, Martin, Bies, & Brockner, 1995; Cappeili, 1992; Fallick, 1996; Leana & Feldman, 1992). This study inevitably aimed to prove that workplace restructuring very well has an effect or impact on an employee’s job satisfaction, whether these effects were positive or negative. The findings of the study highlighted significant positive correlations between the two variables and highlights strong relationships between employees’ career advancement opportunities and job satisfaction; trust and job satisfaction, communication and job satisfaction, as well as employee commitment and loyalty and job satisfaction whereas trust (2) or employee morale seem to have no significant relationship with job satisfaction.

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Röcker, Carsten. "Awareness and informal communication in smart office environments". Taunusstein Driesen, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2864347&prov=M&dokv̲ar=1&doke̲xt=htm.

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de, Blois Sarah. "Older Workers’ Perspectives on Age and Aging: Exploring the Predictors of Communication Patterns and Knowledge Transfer". Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/26107.

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The Canadian population is aging, as is the Canadian workforce. Today, four generations find themselves cohabiting in the workforce together. This may have an impact on workplace collaboration and communication, as both of these processes are influenced by group perceptions. Academic research has focused upon workplace interactions mainly from a younger worker’s perspective; hence, the older worker’s voice has been overlooked. The objective of this study is thereby from an older worker’s perspective, to understand how generations perceive each other in the workplace, and further, understand how these perceptions influence intergenerational communication and collaboration. To do so, we have relied upon Communication Accommodation Theory and Social Identity Theory, and have conducted a survey to measure the influence of ageist stereotypes on communication and its accommodation, in addition to such influences on knowledge transfer. Theoretical and practical implications are discussed.

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Kelley, Joshua Hall. "Strategic integration workplace design for entrepreneurs and intrapreneurs". View electronic thesis, 2008. http://dl.uncw.edu/etd/2008-3/r1/kelleyj/joshuakelley.pdf.

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Salzberg, Shaun (Shaun David). "Fostering innovation : designing technological solutions to proactively encourage informal communication in the workplace". Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/82433.

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Thesis (S.M.)--Massachusetts Institute of Technology, School of Architecture and Planning, Program in Media Arts and Sciences, 2013.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 105-107).
I have designed, built, and evaluated three devices to encourage informal interactions in the workplace. Previous research has found that such interactions can lead to increased idea cross-flow, creativity, productivity, and innovation at large, though few attempts to design architectural, organizational, or technological solutions have succeeded in achieving this. I believe this is because these approaches tended to focus too much on fostering an "ambient awareness" of fellow coworkers with hopes that it would indirectly lead to increased informal interactions. My hypothesis is that proactively creating such interactions as intermediated by a smart artifact in the office space would be more effective. For this thesis, I have built two versions of a device called Food Groups, as well as another one called Media Lab Mixer; Food Groups matches coworkers up to get lunch or dinner together, while Media Lab Mixer uses game dynamics to encourage them to spend more time socializing in a common space. After an initial study, the Food Groups devices received little use and were largely ineffective at fostering informal interactions. Media Lab Mixer, however, showed greater engagement and was more effective at creating the desired results, though it did not have a lasting effect after it was removed.
by Shaun Salzberg.
S.M.

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Aringunram, Ravichandran. "Secure communication services for distributed conference system". [Gainesville, Fla.]: University of Florida, 2002. http://purl.fcla.edu/fcla/etd/UFE0000505.

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Messenger, Mackenzie Rae. "Millennials and the Changing Workplace: The Process of Organizational Learning". Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/37041.

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Members of the workplace are at the heart of the organizational learning process. They play a major role by communicating their shared perceptions, distributing knowledge, and acting as human components of the broader organizational memory. Today, three generations cohabitate in the work environment, each of whom have their own distinct traits that influence how they perceive and enact learning. This thesis explores how Millennials experience organizational learning and its significance. By applying Crossan et al.’s (1999) 4I Framework, the process of intuiting, interpreting, integrating, and institutionalizing are considered from the standpoint of the Millennial generation. The methodology for this study includes semi-structured interviews and qualitative thematic analysis to better understand this relationship. This is based on 13 conversations with members all drawn from a single organization. The findings describe how Millennials see learning as fundamental as well as how they overcome the challenges they face and apply their knowledge.

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Gerber, Lise. "Perceptions of office gossip amongst diverse groups in the workplace". Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24854.

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Purpose– The purpose of this study was to determine whether there is a difference in the perceptions of diverse individuals, from different racial groups and genders, regarding office gossip. Design– This paper followed a qualitative interpretivist research design, and content analysis was used to analyse the transcribed data. Findings– The findings indicate that the perceptions of office gossip are not gender specific, whereas there were indications of race specific perceptions related to office gossip. A definition of office gossip was compiled and the nature of and the participants in office gossip were identified, while the reasons why people gossip in the workplace and the impact of gossip on an organisation and its employees were emphasised. Furthermore, the characteristics that can be used to draw a line between healthy communication and gossip were identified. Research limitations– The limitations of this study were that the results were limited to the respondents and the specific work context used. In addition, seeing that the focus of this study was the diverse perspectives of individuals from different genders and racial groups, other factors, such as personal and organisational factors that could also have influenced their perceptions of office gossip, were not considered. Practical implications– The results of this study should alert employers to the need for controlling office gossip effectively. Also, formal channels of communication should be utilised effectively to ensure that the grapevine is not misused. Furthermore, employers need to develop a policy against malicious office gossip which should be contextsensitive and detailed. Because gossip is not gender specific, attention also should be given to gossip across genders. Lastly, culture-sensitivity training could prevent different cultures gossiping about one another. Originality– This paper makes a contribution to the literature on gossip in organisations, as there is little known research in South Africa or elsewhere that explores the diverse perceptions of office gossip among employees from different racial groups.
Dissertation (MCom)--University of Pretoria, 2011.
Human Resource Management
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Poltavtchenko, Elena. "Engineering design reports in upper-division undergraduate engineering courses and in the workplace". Thesis, Northern Arizona University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3562160.

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The workplace success of new engineering graduates is ultimately affected by their oral and written communication skills. However, engineering students' academic preparation for industry's needs in terms of written communication has been widely acknowledged as inadequate. The present study is intended to improve our understanding of a prominent engineering genre, the engineering design report (EDR), and provide support for students learning to write this genre. The goals of this study are to (a) conduct a corpus-based register comparison between student and professional EDRs and (b) provide a more detailed description of professional EDRs, by determining their rhetorical organization and identifying linguistic features associated with this organization.

This research is based on two EDR corpora (N of texts=262, with approximately 1,119,186 words), one with upper-division engineering students' EDRs and the other with professional engineers' EDRs. The study examines both non-linguistic and linguistic features of student and professional EDRs. First, non-linguistic characteristics of EDRs are examined using the EDR situational framework developed for the study. Then, corpus-based methodologies are used to analyze core grammatical features and features associated with grammatical complexity in both corpora. Finally, to determine conventional discourse structures of professional EDRs, the study draws on the English for Specific Purposes tradition of genre analysis and then uses register analysis to investigate linguistic features associated with particular rhetorical structures.

The register analyses revealed complex patterns of linguistic variation, frequently influenced by the registers' situational characteristics. The results of these analyses indicate that two EDR registers fill different positions on the spoken-to-written continuum, with reports produced in the workplace being closer to professional written registers and student reports using more speech-like features. The genre analysis of professional EDRs uncovered the highly variable nature of this genre. Despite considerable variation in EDR rhetorical organization, 12 common moves were identified that cluster in specific ways to form EDR organizational units and rely on particular sets of linguistic features. A streamlined template of the EDR genre is introduced as are linguistic features associated with its organization. Study results may have pedagogical implications for teaching features of professional EDRs to students.

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Watts, Christina. "Exploring Experiences of Information Overload: The Influence of Computer-Mediated Communication in the Workplace". Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/35062.

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Without question, it is apparent that organizations are predominantly dependent on the use of computer-mediated communication (CMC) to conduct their daily operations. As a result, information is rapidly flowing throughout the workplace and being exchanged at a rate unlike ever before. Unfortunately, this rapid flow of information has increased the potential for information overload to occur among employees. Through a phenomenological based approach, this study explored the experiences of information overload that occur as a result of CMC use in the workplace, from the subjective point of view of ten participants. Findings indicated that the experiences described among these participants can be understood through the examination of four descriptive themes: Constant Communication, Unpredictability, Miscommunication, and lastly Increased Workload and Responsibilities. Furthermore, two theories: Media Richness Theory (MRT) and Social Influence Theory (SIT), served as the theoretical framework for this study.

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Kurtz, David. "A qualitative analysis of Indianapolis banks' crisis communication in the aftermath of workplace homicide". Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1191711.

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Very little research has addressed the crisis communication strategies used in the aftermath of a workplace homicide. This study examined Indianapolis banks' crisis communication plans for workplace homicide by using St. John's (1997) Three-stage recommendations for crisis communication as a model and basis of comparison.The sample consisted of nine branch banks selected from the 1999 Ameritech Yellow Pages phone book. Six of the nine bank respondents completed a 26-question survey while the remaining three banks who answered "yes" to question #21 completed a 29-question survey. Individual and group agreement percentages between St. John and Indianapolis banks were calculated throughout the three stages.The results of this study revealed an overall group agreement of 59 percent. Internal versus external communication focus of Indianapolis banks impacted the overall group agreement.
Department of Journalism

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Dennis, Frampton Bethany R. "Managing Facebook Friend Requests in Workplace Relationships: An Application of Communication Privacy Management Theory". Kent State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=kent1278864834.

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Kawana, Sanae. "Communicating gender equity in the public sector workplace in Hokkaido, Japan". Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/36365/1/36365_Digitised%20Thesis.pdf.

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Very few qualitative studies based on first-hand research have been conducted regarding gender equity, especially in the public sector in Japan. The qualitative research in this thesis is therefore unique because it focuses on the public sector employees in a Japanese rural setting. Secondly, this exploratory ethnographic study elucidates the cultural and communication problems connected with gender equity policies in Japan and the social construction of the meaning of gender in a Japanese local government workplace. A feminist conceptual framework was developed to analyse the findings in this thesis, which provides a new interpretation about this social phenomenon. Triangulation was used to enhance the validity of this case study. The major methods used are: (a) open-ended, in-depth interviews with key persons and informal interviews with the employees of the public sector; (b) two focus group discussions: one of six males and six females from three levels in local government; (c) follow up questionnaires of30 male and female workers; (d) participant observation; (e) an analysis of archives of surveys of concepts on gender equity in local government employees, Chitose citizens, and Hokkaido people. As all public organisations are influenced by national government policies on gender equity, the findings are argued to have some generalisability. Being influenced by the world women's conferences since the 1970s, the Japanese government has enforced several gender equity policies. Nevertheless, some empirical secondary data indicate that working environments have changed little since the new law was introduced (Inoue et al., 1999). Under the umbrella of these national policies, local governments established their own plans; however, no effective implementation of these plans has been observed (Yazawa et al., 1997). One possible reason for this is that few people are aware of what gender discrimination means from a sociological point of view. Indeed, few women in Japan have spoken out about gender inequalities. The other reason is the communication barriers that exist between male and female employees in discussing gender relationships (Banzai, 1999; Hale, 1999; Kashima, 1999). Therefore, there is an urgent need to identify hidden cultural and communication barriers in the Japanese workplace in order to facilitate the implementation of gender equity policies.

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Joubert, Yvonne Trijntje. "Organisation team sport interventions to minimise diversity constraints in the workplace". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30564.

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The main aim of this study is to explore and determine the effect of an organisation team sport intervention on a number of diversity constraints in two financial organisations. The diversity constraints relevant in this study are race, ethnicity, generation gaps, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, parental status, education and income. The main aim is to determine whether organisation team sport interventions impacted on the participating employees’ relationships, trust and respect towards one another, despite their differences in culture, age, gender and religion. The study was conducted among 26 employees of the two financial organisations that participate in organisation team sport. The data were collected by means of focus group interviews and individual interviews. The results indicated that a strong bond is established between employees in the organisation during organisation team sport. Employees are encouraged to share information, which leads to increased productivity. Business relationships can be created whilst talking sport, attending sport events or playing sport. The conclusions was made that organisation team sport is therefore a vehicle for creating opportunities to share goals and visions, improving individual commitment, improving cohesion, increasing trust and respect in a workforce, improving communication between employees and enhancing employees’ knowledge of other employees. The contributions that organisation team sport makes to an organisation are all requirements for effective diversity management in the workplace. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Joubert, YT 2010, Organisation team sport interventions to minimise diversity constraints in the workplace, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-111732 / > C12/4/194/gm
Dissertation (MCom)--University of Pretoria, 2010.
Human Resource Management
unrestricted

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Cassidy, Lauren. "Collaborative writing across distances an ethnographic study of workplace writing across coasts and cultures /". Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3021.

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Thesis (M.A.)--George Mason University, 2008.
Vita: p. 61. Thesis director: Susan Lawrence. Submitted in partial fulfillment of the requirements for the degree of Master of Arts in English. Title from PDF t.p. (viewed June 30, 2008). Includes bibliographical references (p. 57-60). Also issued in print.

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Karlsson, Johanna. "Nomadic Computing : Security assessment of remote access to workplace systems". Thesis, Blekinge Tekniska Högskola, Institutionen för programvaruteknik och datavetenskap, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-4845.

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Nomadic computing is about communication on an anytime anywhere basis. Security in this area is today not high enough and at the same time nomadic computing is increasing. In this thesis, security in the area of nomadic computing and remote access to company systems is assessed. The purpose is to investigate the security in this area today but also in the future in order to answer the main question of how and when secure nomadic computing can be offered. For this purpose a futuristic scenario has been used as a method to identify challenges within nomadic computing. After looking at the state of the art of wireless communication and security techniques, evaluating the focused techniques and looking at future trends, some preliminary conclusions could be made. A model of technology uptake has been used. The main concept of the model is to show that the uptake is depending on a co-evolution between different parts and not only the technique. One conclusion is therefore that the users must have confidence in the technique, but also in the organisation and the organisational use of the technique or else they will not use it. Security is important in order to create this trust and is thus of decisive importance to the technology uptake. Another conclusion is that the three focused techniques; rule-based access, authentication and policy/contract can be used today, but also in the future to increase the security for remote access. Finally, education and user awareness seems to be important in the future, even though the users interact less in the security management.

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