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1
Ellman, Matthew, and Paul Pezanis-Christou. "Organizational Structure, Communication, and Group Ethics." American Economic Review 100, no. 5 (December 1, 2010): 2478–91. http://dx.doi.org/10.1257/aer.100.5.2478.
Анотація:
This paper investigates experimentally how a group's structure affects its ethical behavior towards a passive outsider. We analyze one vertical and two horizontal structures (one requiring consensus, one implementing a compromise by averaging proposals). We also control for internal communication. The data support our main predictions: (1) horizontal, averaging structures are more ethical than vertical structures (where subordinates do not feel responsible) and than consensual structures (where responsibility is dynamically diffused); (2) communication makes vertical structures more ethical (subordinates with voice feel responsible); (3) with communication, vertical structures are more ethical than consensual structures (where in-group bias hurts the outsider). (JEL C92, D23, L21, M14)
2
Kukovec, Darja, Matjaž Mulej, and Simona Šarotar Žižek. "Professional Languages Alone Do Not Suffice for Successful and Socially Responsible Internal Communication between Different Cultures." Naše gospodarstvo/Our economy 64, no. 3 (September 1, 2018): 47–55. http://dx.doi.org/10.2478/ngoe-2018-0017.
Анотація:
AbstractSuccessful internal communication in an intercultural environment depends on the organizational culture, business environment, social responsibility, and leaders’ skills. Thus, internal communication and employee adaptation to changing business environments ask what a successful socially responsible internal communication requires. This contribution discusses theoretical foundations of qualitative research, how the organizational culture can define which direction the organization should chose to attain social responsibility, and how internal communication can improve understanding of professional language and be decisive in a working environment. The generated model offers insights into understanding social responsibility and organizational culture to improve internal communication.
3
Kukovec, Darja, Borut Milfelner, Matjaž Mulej, and Simona Šarotar-Žižek. "Model of Socially Responsible Transfer of Parent Organization Culture to the Subsidiary Organization in a Foreign Cultural Environment Concerning Internal Communication, Stress, and Work Satisfaction." Sustainability 13, no. 14 (July 15, 2021): 7927. http://dx.doi.org/10.3390/su13147927.
Анотація:
The organizational culture is a significant construct in a time of change during the organizational transition, and it plays an important role in achieving goals of social responsibilities, which is an important part of sustainability. The literature shows the gap of socially responsible transfer of organizational culture with the impact on employee’s well-being. The cultural changes of the organization during the transition are particularly in connection with the impact on internal communication where organizational culture presents a part of values, norms, and ethics, which influences successfully implemented changes and in such a way has an influence on the stress and work satisfaction. The main purpose of the presented study is the development of the model of socially responsible transfer of organizational culture to the foreign subsidiaries on a basis of adjusted internal communication, which reduces stress and increases work satisfaction. Impacts of organizational culture on internal communication, stress, and work satisfaction are clearly presented, as well as inter-related impacts of the constructs concerning national culture, leadership, and organizational knowledge. Thus, the new holistic model of socially responsible transfer of the parent organization culture to foreign subsidiaries clearly defines steps of organizational culture, internal communication, stress management, and work satisfaction. Managerial implications are discussed.
4
Seif, Ghada. "Corporate Governance of Sustainable Artificial Intelligence (AI) in Strategic Communication (SC) and Digital Marketing (DM): United Arab Emirates Guidelines." Migration Letters 21, S1 (December 22, 2023): 500–511. http://dx.doi.org/10.59670/ml.v21is1.6166.
Анотація:
Artificial intelligence has become a major element in corporates' strategic plans, and its technologies have been linked to strategic communication techniques for public relations and digital marketing communications. The current study aimed to monitor Governance of Sustainable Artificial Intelligence (AI)in Strategic Communication (SC) and Digital Marketing (DM).
The research initially involved secondary research where qualitative data was collected to design research questions related to the governance of sustainable AI as a frame for strategic communication and digital marketing. The mixed method of data collection adapted using a textual discourse analysis form to collect data and determine organizational governance priorities for responsible artificial intelligence in the United Arab Emirates (UAE).
The results indicated the responsible use and sustainability of artificial intelligence and its impact on the organization's strategic communication and emphasize the corporates efforts to protect users from electronic fraud based on (AI)techniques to detect hacks, frauds, and misleading messages.
The findings recommended reliance on robots to manage social media platforms, crisis communication, public relations and digital advertising, and detecting machine production of fake content.
5
Hidayat, Hendra, Lisa Anggraini, M. Ridha, Sami’an Sami’an, and Aminah Swarnawati. "PENGARUH IKLIM KOMUNIKASI ORGANISASI DAN GAYA KOMUNIKASI PIMPINAN TERHADAP KINERJA PEGAWAI PTS DI RIAU." Jurnal Pustaka Komunikasi 5, no. 1 (March 30, 2022): 53–64. http://dx.doi.org/10.32509/pustakom.v5i1.1846.
Анотація:
This study aims to analyze the influence of organizational communication climate and also the influence of leadership communication style on employee performance in one of the Riau Private Universities. The research method used in this study is descriptive analysis to provide an overview of respondents and quantitative analysis using multiple linear regression analysis models. The theory used is Organizational Communication Theory and organizational climate theory. The results of this study found that the communication climate in one of Riau's private universities is positive. Likewise, the leadership's communication style which is based on equality (The Equilitarian Style), makes the performance of employees have high trust between employees and leaders. Decisions are made based on mutual agreement, honesty, listening to each other both up and down, and mutual attention for high performance. The influence of a leadership style based on equality (The Equilitarian Style), also makes the organizational climate more responsive, responsible, and integrated and consistent accountability
6
Koinig, Isabell, and Franzisca Weder. "Employee Representatives and a Good Working Life: Achieving Social and Communicative Sustainability for HRM." Sustainability 13, no. 14 (July 6, 2021): 7537. http://dx.doi.org/10.3390/su13147537.
Анотація:
This article examines the role of employee representatives, who support HRM in positioning itself and the organization as “socially responsible”. Based on a constructivist understanding of organizational communication, employee representatives are examined as previously unrecognized entities that are responsible—and also essential—for guaranteeing a good working life, which also originates through communication. The article provides an overview of existing studies on employee representatives and their positions in companies and tries to bridge the gaps among organizational communication, CSR communication, and management theory by redesigning the role of employee representatives—who have received limited academic attention to date—as communicators. The insights from an international comparative study confirm that employee representatives perceive themselves not only as a “grief box” or “control body” of management, but also as a responsible agent and “medium” for the realization of social and communicative sustainability. This not only opens up new research perspectives, but also highlights the need to conceptually deal and theoretically discuss employee representatives and their roles in internal communication processes from the perspectives of organizational communication, HRM, CSR, and sustainability.
7
Espinoza Arauz, Mayra, and María José Veléz. "Organizational communication from an ethical perspective." Espirales Revista Multidisciplinaria de investigación 3, no. 28 (May 1, 2019): 63. http://dx.doi.org/10.31876/er.v3i28.576.
Анотація:
Introduction.The present research is about the management of the organizational communication of the Cooperativa Campo de Unión y Progreso of San Isidro CUPSI Ltda. Manabí - Ecuador, the study focused on the speeches that every company offers through its publicity, information of the administration and the real facts, elements studied based on ethics and the process of credibility - trust in the psychological structure of the public. Goal.Analyze communicative management based on ethics and its effect on the image and reputation they have in the public of reciprocal interest. Materials and methods. It is a quantitative and qualitative research to describe the data that determine its impact on intangible assets. ResultsIt is considered that the publicity issued has a low level of readability, institutional communication towards partners generates distrust, and the level of internal communication is very low due to a weak culture. Discussion. Facts and messages that the cooperative issues, are not being planned to be taxed to the business objectives, which have built their identity, as a socially responsible company; but the information is not transparent, Conclusionsthe assessment that the public understands and believes of it, according to the research.
8
Arslanagic-Kalajdzic, Maja, and Vesna Zabkar. "Hold me responsible." Corporate Communications: An International Journal 22, no. 2 (April 3, 2017): 209–19. http://dx.doi.org/10.1108/ccij-01-2016-0012.
Анотація:
Purpose Corporate communication practices are becoming ever more important for business service clients, as they signal quality and hence are related to client-perceived value. The purpose of this paper is to examine the interplay between corporate social responsibility (CSR), corporate reputation and client-perceived value, and to assess the moderating role of strategic orientation in business service relationships. Design/methodology/approach The conceptual framework based on the corporate communication framework, signaling theory and relationship marketing theory has been tested on a survey sample of 228 client firms, using covariance-based SEM and additional procedures for assessment of mediation and moderated mediation. Findings This paper reveals that communication practices concerning CSR positively and significantly influence client-perceived value. The authors show that reputation fully mediates the effect of CSR on client-perceived value. Finally, the effect of CSR on value is stronger if the client firm has a short-term strategic orientation, while long-term strategic orientation boosts the effect of corporate reputation on customer-perceived value. Research limitations/implications Further research on the topic may involve developing links between other elements of the corporate communication framework and client-perceived value. Originality/value The originality of the paper lies in better understanding the effects of CSR and corporate reputation on client-perceived value. The authors provide empirical evidence of the mediating role of reputation between the CSR (seen as “actions”) and client-perceived value.
9
Ahmad Zawawi, Azlyn, Fatimah Wati Halim, Nur Daieyan Abd Khalid, and Nur Hidayah Mohamad Jamil. "ASSESSING THE INFLUENCE OF ORGANIZATIONAL COMMUNICATION AND MANAGEMENT ON HEALTHCARE EMPLOYEE PERFORMANCE: EVIDENCE FROM NORTHERN MALAYSIA." Malaysian Journal of Public Health Medicine 23, no. 2 (August 28, 2023): 79–87. http://dx.doi.org/10.37268/mjphm/vol.23/no.2/art.2082.
Анотація:
Effective employee performance is crucial for the survival of organizations, especially in the healthcare industry, where employees are responsible for delivering quality healthcare services to patients. The objective of this study was to investigate the impact of organizational factors (namely organizational communication and organizational management) on the performance of healthcare employees in selected private healthcare establishments in Northern Malaysia. A sample of 152 employees was used, and descriptive analysis, correlation, and regression techniques were employed to analyze the relationship between the independent variables (communication techniques, communication barriers, training, and management style) and the dependent variable (employee performance). The results indicated that communication technique was the most critical and influential factor impacting employee performance, while training and management style also had a positive impact. The study recommends that healthcare establishments in Northern Malaysia prioritize effective communication techniques to improve employee performance. In conclusion, this study provides insights into the factors that affect employee performance in the healthcare industry and can inform organizational practices in improving employee performance.
10
Roebuck, Deborah Britt. "Using Team Learning in Business and Organizational Communication Classes." Business Communication Quarterly 61, no. 3 (September 1998): 35–49. http://dx.doi.org/10.1177/108056999806100304.
Анотація:
The past decade has produced a growing body of evidence suggesting small group-based instructional methods can promote the achievement of a variety of desirable higher educational outcomes. Therefore, within college and uni versity settings, group-oriented instruction has increased. Team Learning goes beyond using temporary groups or assigning occasional group activities. With this approach, students spend approximately 80 percent of their in-class time working in permanent and heterogeneous teams. The system, when used prop erly, appears to overcome many of the potential problems with using small groups. The methodology empowers both instructor and students. The instruc tor becomes a facilitator and manager of learning rather than the "spoon feeder" of information. The students become active and responsible partici pants in the learning process rather than passive recipients. The process facili tates effective teamwork in settings where teams gain first-hand experience with the kind of team dynamics they will encounter in high performing teams at work.
11
Muliyani, Muliyani, Zelfia Zelfia, and Muhammad Idris. "Employee Relations Strategy in Increasing The Work Motivation of Employees of PT. Esaputlii Prakarsa Utama Barru Regency." RESPON JURNAL ILMIAH MAHASISWA ILMU KOMUNIKASI 3, no. 3 (September 16, 2022): 77–87. http://dx.doi.org/10.33096/respon.v3i3.84.
Анотація:
This study aims to determine the development of an industrial relations strategy program as an effort to increase employee motivation and to determine the condition of the organizational communication climate that exists between management and employees at PT. Main Initiative Esaputlii. This study used descriptive qualitative method. The results showed that PT. Esaputlii Prakarsa Utama has succeeded in carrying out the industrial relations program because it has received a fairly good response from employees as well as employees who are quite satisfactory through programs, special events programs, award programs, and internal communication media programs. Likewise with the organizational communication climate applied by PT. Esaputlii Prakarsa Utama with behavior that shows to the core, warm but still responsible.
12
Kim, Seoyeon, and Lucinda Austin. "Effects of CSR initiatives on company perceptions among Millennial and Gen Z consumers." Corporate Communications: An International Journal 25, no. 2 (November 11, 2019): 299–317. http://dx.doi.org/10.1108/ccij-07-2018-0077.
Анотація:
Purpose The purpose of this paper is to examine Millennial consumers’ responses to two corporate social initiative types – socially responsible business practices and corporate philanthropy – in combination with proactive and reactive CSR communication strategies. Design/methodology/approach A 2 (corporate philanthropy/socially responsible business practices) ×2 (proactive/reactive CSR communication) between-subjects experiment was conducted. Findings The socially responsible business practices were largely perceived more positively than the philanthropic initiatives. Likewise, greater public-serving motives were attributed to the socially responsible business practices compared to the philanthropy. While philanthropic initiatives were perceived more negatively when communicated reactively, there were no significant differences between proactive and reactive socially responsible business practices. Originality/value As an attempt to initiate the comparative examination of the effects of different corporate social initiative types, this study suggests outperformance of the socially responsible business practices type of corporate social initiatives over the resources-giving (i.e. philanthropy) type of initiatives even in the reactive communication setting where reputational threat resides.
13
Blombäck, Anna, and Christina Scandelius. "Corporate heritage in CSR communication: a means to responsible brand image?" Corporate Communications: An International Journal 18, no. 3 (August 2, 2013): 362–82. http://dx.doi.org/10.1108/ccij-07-2012-0048.
14
Brunsson, Nils, Ingrid Gustafsson Nordin, and Kristina Tamm Hallström. "‘Un-responsible’ Organization: How More Organization Produces Less Responsibility." Organization Theory 3, no. 4 (October 2022): 263178772211315. http://dx.doi.org/10.1177/26317877221131582.
Анотація:
As the world becomes more and more organized, it seems ever more difficult to find anyone responsible. Why is that? We argue that the extensive external organization of organizations in contemporary society provides the key. Formal organizations are collective orders with great potential for concentrating responsibility on top managers and the organization. But when they are organized by other organizations, this potential is undermined, and responsibility becomes diluted rather than concentrated. We explain this outcome by analysing the communication of decisions as a main producer of responsibility and by defining organization as a decided order. Our analysis draws upon and contributes to research about partial organization, but it also contributes to literatures on global governance and organizational institutionalism.
15
Uysal, Nur. "The Expanded Role of Investor Relations: Socially Responsible Investing, Shareholder Activism, and Organizational Legitimacy." International Journal of Strategic Communication 8, no. 3 (June 17, 2014): 215–30. http://dx.doi.org/10.1080/1553118x.2014.905478.
16
Salzmann, Anja, Frode Guribye, and Astrid Gynnild. "Mobile Journalists as Traceable Data Objects: Surveillance Capitalism and Responsible Innovation in Mobile Journalism." Media and Communication 9, no. 2 (April 6, 2021): 130–39. http://dx.doi.org/10.17645/mac.v9i2.3804.
Анотація:
This article discusses how Shosana Zuboff’s critical theory of surveillance capitalism may help to understand and underpin responsible practice and innovation in mobile journalism. Zuboff conceptualizes surveillance capitalism as a new economic logic made possible by ICT and its architecture for extracting and trading data products of user behavior and preferences. Surveillance is, through these new technologies, built into the fabric of our economic system and, according to Zuboff, appears as deeply anti-democratic and a threat to human sovereignty, dignity, and autonomy. In Europe, the framework of responsible research and innovation is promoted as an approach and a meta-concept that should inform practice and policy for research and innovation to align with societal values and democratic principles. Within this approach, ICT is framed as a risk technology. As innovation in mobile journalism is inextricably tied to the technologies and infrastructure of smartphones and social media platforms, the apparent question would be how we can envision responsible innovation in this area. Zuboff provides a critical perspective to study how this architecture of surveillance impedes the practice of mobile journalism. While the wide adoption of smartphones as a key tool for both producing and consuming news has great potential for innovation, it can also feed behavioral data into the supply chain of surveillance capitalism. We discuss how potentially harmful implications can be met on an individual and organizational level to contribute to a more responsible adoption of mobile technologies in journalism.
17
Barrena-Martínez, Jesus, Macarena López-Fernández, and Pedro Miguel Romero-Fernández. "Efectos de las políticas de recursos humanos socialmente responsables en el capital intelectual." Intangible Capital 12, no. 2 (March 17, 2016): 549. http://dx.doi.org/10.3926/ic.738.
Анотація:
Purpose: This research focuses on the benefits that social responsibility can report on the area of human resources, examined the impact of a socially responsible configuration of human resource policies and practices in the generation value process for the company, and more specifically in its intellectual capital.Design/methodology/approach: The study performed a regression analysis, testing the individual effects of socially responsible human resource policies on intellectual capital, broken down into three main variables such as human, social and organizational capital.Findings: The results shed light on how the introduction of socially responsible aspects in the management of human resources can facilitate the exchange of knowledge, skills and attitudes human--capital; lead to improvements in communication, trust, cooperation among employees social-capital and, in turn, generates an institutionalized knowledge encoded in the own organizational culture –organizational capital–.Research limitations/implications: The study only provides information from large companies with over 250 employees.Practical implications: There are important implications in the measure of corporate social responsibility concerns in the area of human resources.Social implications: Also important intangible effects on non-economic variables are confirmed, such as intellectual capital.Originality/value: The value of the study lies in its novelty, testing socially responsible configurations of human resources as well as the direct effects of different policies on intellectual capital.
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Achmad, Farid Yusuf Nur. "Implementasi Kebijakan Perizinan dan Pemberitahuan Kegiatan Masyarakat Pada Kepolisian Resort (POLRES) Kota Baubau." Kybernan: Jurnal Studi Kepemerintahan 1, no. 1 (March 1, 2016): 16–25. http://dx.doi.org/10.35326/kybernan.v1i1.161.
Анотація:
This studywas conducted todetermine and analyze the implementation of the licensing policies and notices of community activities in Baubau City Police and communication factors, resources, disposition, and structure influence the implementation of the licensing policies and notices of community activities in Police Baubau. The results showed that the licensing policies and notices activities of people implemented by (a) Providea receipt notice (b) To coordinate with the responsible delivery of opinions in the Public (c) To coordinate with the leadership, the agency/institutionwhich is the goal of delivering the opinion (d) Prepare securing alocation and route that passed.(e) responsible for protecting the participants in the delivery of public opinion (f) responsible for organizing security and factors factors that influence the implementation of the licensing policies and noticesof community activities are: (1) Communication; (2) Resources (3) Disposition; and (4) Organizational Structure.
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Cabral, Raquel, Carlos Humberto Ferreira Silva Junior, Renata Calonego, and Candice Quincoses. "Comunicação orientada para cultura de paz nas organizações: uma proposta de análise da comunicação organizacional digital de três empresas do Pacto Global no Brasil." Relaciones Públicas en tiempos del confinamiento 10, no. 19 (June 26, 2020): 179–200. http://dx.doi.org/10.5783/rirp-19-2020-10-179-200.
Анотація:
This article aims to understand some aspects of communication in organizations in order to identify which elements are essential for a communication dynamic focused on the culture of peace in a context that may or may not naturalize organizational violence. Although it may seem controversial, both dynamics (focused on a peace culture or violence) can be strained in the organizational environment as they value and legitimize strategic elements of communication in these same organizations. This conception is based on the understanding that companies, through the diffusion of their media discourses, either through their own official spaces or by other means, assume a significant role in society to schedule matters and establish standards. Thus, a demand arises for responsible communication, which has been used by companies as a form of competitive advantage to create and / or strengthen bonds with their audiences and, therefore, differentiate themselves in a market with competition fierce. For this, based on the principles discussed in Peace Studies and considering its multidisciplinary nature, there is in the Communication for Peace the debate about the appearance (or not) of violence through communicational dynamics. For this reason, we also support this paper in the strategic elements of Peace Journalism, which indicates forms of communication that stimulate a culture of peace in conflict scenarios. From this, it was possible to construct analytical categories, in order to list the essential characteristics that could indicate a direction of organizational communication as a potentializer of actions directed to the culture of peace or legitimizing organizational violence. This is because the communicational actions of companies, especially when referring to an institutional positioning, can influence behaviors and, consequently, in the consolidation of the organizational culture itself. In an attempt to check in a practical way the formulation of the developed categories, we selected three Brazilian companies that have long been committed to the Global Compact, an initiative of the United Nations, which seeks to bring elements linked to ethical and sustainable management into the organizational sphere, they are: Natura, Copel and ArcelorMittal. Therefore, we analyzed the institutional speeches propagated in the three selected videos of these companies, “Natura – The most beautiful tune”; “Institutional Copel Energia” and “Safety Day - ArcelorMittal” referring to the institutional campaigns of these companies that were published in the first half of 2019 on their official YouTube channels. The analysis of the material was performed based on the discursive proposal of stereotypes offered by Amossy (2008), which aligns the aspects of the enunciator's search for legitimation before an audience. To this end, four analytical categories were established to identify a communication directed towards peace, that is, one that is concerned with promoting dialogue, building collective values, generating social transformation and considering the historical and socio-cultural context in which they are inserted. The development of these categories was inspired by the perspective of Journalism for Peace (Lynch and Mcgoldrick, 2007; Cabral and Salhani, 2017) and by the dimensions of essential communication skills (Calonego, 2018). With the study, it was possible to identify that although organizations are committed to the goals established by the Global Compact, these elements are not necessarily presented in their institutional campaigns, indicating the need for organizational communication focused on peace. In addition, problems related to the alignment between the formulation of organizational discourse and its institutional communication were detected.
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Munro, Karen. "Renewing the system: Thinking broadly about equity, diversity, and inclusion in scholarly communication." College & Research Libraries News 80, no. 7 (July 8, 2019): 374. http://dx.doi.org/10.5860/crln.80.7.374.
Анотація:
The ACRL Board of Directors recently articulated a new core commitment of our strategic plan, the Plan for Excellence. Along with the association’s core purpose, “[t]o lead academic and research librarians and libraries in advancing learning and scholarship,” and our core organizational values, which include visionary leadership, responsible stewardship of resources, and the values of higher education and intellectual freedom, we have made an explicit commitment to equity, diversity, and inclusion (EDI).
21
Choi, Youngtae, and Andrew Thoeni. "Social media: is this the new organizational stepchild?" European Business Review 28, no. 1 (January 11, 2016): 21–38. http://dx.doi.org/10.1108/ebr-05-2015-0048.
Анотація:
Purpose – This paper aims to investigate what activities allow the firm to efficiently and effectively integrate social media into its strategic marketing activities. Design/methodology/approach – As the current research investigates a new area of focus in the literature, an exploratory study consistent with the adoption of new technology in a firm was used to identify salient activities. In-depth interviews with those who oversee their firm’s social media strategies were conducted to discover and assess organizational activities. Findings – Findings suggest that many firms did not adopt organizational activities important for effective social media execution, leading us to the view social media as the “step-child” of corporate functions, not receiving resources more traditional functions would receive; those responsible for the social media function, an exercise in external communications, may be hampered by poor internal communications; and few firms have defined and measured goals for social media where employees are held accountable for supporting an overall marketing strategy. Practical implications – The findings point the way for future confirmatory empirical research of organizational activities, top management team support and effective internal communication in the rapid-response environment of social media. Findings also provide implications for marketing practitioners for the use and measurement of social media to achieve marketing objectives. Originality/value – The current research is meaningful and unique in that it approaches social media from the organizational process perspective, which has received little attention in the social media literature.
22
Nur Ainiyah. "PEBERDAYAAN KEMAMPUAN BERORGANISASI DI KALANGAN SANTRI PONPES MIFTAHUL ULUM PANDEAN WONOREJO BANYUPUTIH SITUBONDO." As-Sidanah : Jurnal Pengabdian Masyarakat 3, no. 1 (June 18, 2021): 55–86. http://dx.doi.org/10.35316/assidanah.v3i1.1192.
Анотація:
This outreach program aimed to train students in achieving organizational skills, management, leadership and communication skills. It was located in Miftahul Ulum Islamic Boarding School. Based on the result of the interview data and documentation, it shows that: the organizational activities of the Miftahul Ulum Islamic Boarding School students include the management structure and the head of the division who is responsible for each position; students carry out activities by focusing more on learning objectives; meeting involve activity planning, activity actualization, activity arrangement and activity controlling are carried out once a month with a facilitator.
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BUHMANN, Karin. "Neglecting the Proactive Aspect of Human Rights Due Diligence? A Critical Appraisal of the EU’s Non-Financial Reporting Directive as a Pillar One Avenue for Promoting Pillar Two Action." Business and Human Rights Journal 3, no. 1 (November 16, 2017): 23–45. http://dx.doi.org/10.1017/bhj.2017.24.
Анотація:
AbstractFirms’ human rights due diligence (HRDD) and communication on their human rights impacts are not only elements in the Corporate Responsibility to Respect human rights (Pillar Two), but also to be promoted by States as part of their State Duty to Protect (Pillar One) through regulatory strategies aiming at shaping business conduct. Analysing the EU’s 2014 Non-Financial Reporting Directive as an example of governmental regulation for promoting responsible business conduct, the article discusses conditions for HRDD and reporting as a communication process to stimulate organizational change in accordance with the UN Guiding Principles to avoid harm, including through affected-stakeholder engagement. Applying socio-legal regulatory theory along with organizational and accounting literature, the article finds that the Directive’s predominant focus on ex-post measures appears to be a neglected opportunity to induce ex-ante organizational learning and changed business conduct to prevent adverse human rights impact. It offers recommendations for regulators and stakeholders for stronger regulation.
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Coombs, W. Timothy, Sherry Jean Holladay, and An-Sofie Claeys. "Debunking the myth of denial’s effectiveness in crisis communication: context matters." Journal of Communication Management 20, no. 4 (November 7, 2016): 381–95. http://dx.doi.org/10.1108/jcom-06-2016-0042.
Анотація:
Purpose The purpose of this paper is to address the under-researched issue of how formal determinations of organizational responsibility for a crisis affect the effectiveness of the denial strategy in protecting organizational reputation. Because studies that omit later determinations of responsibility produce misleading representations of the value of denial, a pilot study and primary study investigated how later determinations of organizational culpability in a management misconduct crisis interact with crisis response strategies to affect reputation and anger. Design/methodology/approach Two studies used experimental designs to assess how denial interacted with determinations of crisis responsibility to influence reputation and anger. Findings The pilot study demonstrated reputational damage and stakeholder anger increased when an organization initially denied responsibility and then was found to be responsible for the crisis. The second study replicated the pilot study findings and also demonstrated that later determinations of guilt decreased reputation scores. When found guilty, the organization’s reputation was significantly more favorable when the positive action strategy was used. Comparison of three response strategies (no response, denial, and positive action) revealed the denial and no response conditions were significantly less effective than the positive response strategy when the organization was found guilty. Research limitations/implications Paper demonstrates the need for research on the denial strategy to consider later determinations of crisis responsibility (guilt) when assessing denial’s impact on organizational reputation. Practical implications When selecting response strategies in situations where crisis responsibility is unclear, practitioners should consider how later determinations of responsibility could affect reputation. Originality/value This paper questions past research on the value of the denial strategy, integrates findings from the trust violations research, and demonstrates the importance of considering formal judgments of organizational responsibility when selecting crisis response strategies.
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Vital Brito, Duarte. "Strategic Communication for Local Public Health Services in Portugal: A Delphi Study." Acta Médica Portuguesa 37, no. 4 (April 1, 2024): 251–61. http://dx.doi.org/10.20344/amp.19997.
Анотація:
Introduction: Strategic communication plays a decisive role in public health planning and project implementation. However, Portuguese Local Public Health Units, which are responsible for community interventions, still lack guidance models, tools, specialized resources, and training in health communication. The aim of this study was to develop a conceptual model of strategic organizational communication for local public health services, in Portugal.Methods: This study presents a conceptual model of strategic organizational communication for Local Public Health Units, which was developed through a three-round, modified Delphi online panel. Thirty-seven Portuguese specialists in public health, communication, and community members were invited to analyse a proposed framework, based on an up-to-date literature review. High retention rates were observed in all rounds (first = 22 valid participations;second = 21 valid participations; third = 18 valid participations).Results: Most participants believed that Portuguese Public Health Units were not prepared to communicate effectively and that they would benefit from adequate planning and identification of a communication lead or team. Websites and social media were also identified as essential for effective communication. The validated conceptual model integrated different partners in health and in the community, with emphasis on the relationships with the national network of health authorities, other Public Health Units, primary health care units, municipalities, and schools. The preferred channels identified for communicating with these partners included interpersonal relationships, email, and mobile phone. No consensus was obtained for preferred communication channels between Local Public Health Units and the media.Conclusion: Strategic planning based on the proposed conceptual model involving different stakeholders, has potential to improve the effectiveness of internal and external communication and facilitate the implementation of public health programs and projects. The proposed model needs to be validated in Local Public Health Units, considering the potential human, material, and financial constraints.
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Na’puti, Tiara R., and Joëlle M. Cruz. "Mapping Interventions: Toward a Decolonial and Indigenous Praxis across Communication Subfields." Communication, Culture and Critique 15, no. 1 (November 29, 2021): 1–20. http://dx.doi.org/10.1093/ccc/tcab064.
Анотація:
Abstract Engaging organizational communication and rhetorical studies subfields, we develop a case for decolonial and Indigenous approaches that offer texture and depth. In the process, we flip the existing topographic “map” of the field and shift Eurocentric canons undergirding cultural and critical Communication Studies. Drawing on vignettes from our fieldworks, we argue for a decolonial critical intervention to affirm marginalized voices, experiences, and theories. Our focus demonstrates how Indigenous methods and decolonial theories advance more responsible engagements with Indigenous epistemologies. Providing a theoretical challenge to the occlusion of indigeneity, we offer a conceptual praxis-oriented mode of theory building that engages communities toward creating Indigenous Communication futures.
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Blašková, Martina, Irena Figurska, Ruta Adamoniene, Kristína Poláčková, and Rudolf Blaško. "Responsible Decision making for Sustainable Motivation." Sustainability 10, no. 10 (September 23, 2018): 3393. http://dx.doi.org/10.3390/su10103393.
Анотація:
This article examines motivation and the quality of decision making’s effect on motivation as important preconditions for organizational sustainability. The article is focused on an examination of the content and intensity of perceived motivation, and the forms of decisions that were made while motivating people. Motivation (from a theoretical and empirical point of view) is related to crucial processes of human potential development and motivation. The analysis, synthesis and generalization of knowledge related to sustainability, motivation and decision making in human potential motivation are presented in the theoretical part of the article. The empirical part presents the results of sociological questionnaire, focusing on the area of decision making in motivation that was carried out on sample of respondents in the Slovak Republic (n = 500), Poland (n = 390) and Lithuania (n = 226). The results confirm a strong correlation between the level of the motivation and the quality of key processes of development of human potential (leadership, appraisal, communication, and the creation of an atmosphere of trust). In all examined countries and processes, the calculated values of the chi-square test were significantly higher than the table value (level of significance = 0.05). The section describing the results contains a proposed content-componential model of decision making in affecting and building sustainable motivation.
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Omary, Sylvester S., and Rajendran J. Britto. "Exploring the Role of Social Media in Internal Communication Dynamics: A Qualitative Study of the Government Chemist Laboratory Authority (GCLA)." Asian Research Journal of Arts & Social Sciences 22, no. 7 (June 22, 2024): 42–52. http://dx.doi.org/10.9734/arjass/2024/v22i7549.
Анотація:
In an era marked by digital transformation, this study underscores the indispensable role of social media in organizational communication, particularly within the Government Chemist Laboratory Authority (GCLA) and beyond. It advocates for organizations to recognize and leverage the vast potential of social media for internal communication, emphasizing strategic integration. Anchored in Uses and Gratifications Theory, this research employs a qualitative approach, utilizing in-depth interviews to unravel the complexities of social media's impact on communication at the GCLA. While the abstract provides a comprehensive overview, it acknowledges the study's limitations and underscores the need for a more robust quantitative approach to assess impact, enhancing its balance and guiding readers on the study's scope and limitations. The findings reveal a substantial integration of social media in the internal communication fabric, with task-oriented and relationship-oriented functionalities emerging as key drivers. This study advocates for responsible usage and clear policies to unlock the full benefits while also encouraging further exploration of the intricate relationships between social media and internal communication tailored to the unique contexts of our dynamic digital age. This structured triad ensures comprehensive exploration, revealing the interplay between social media and internal communication in the dynamic organizational milieu of the GCLA.
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Miller, Katharine E., and Mesut Akdere. "Advancing organizational corporate social responsibility (CSR) agenda." European Journal of Training and Development 43, no. 9 (November 4, 2019): 860–72. http://dx.doi.org/10.1108/ejtd-10-2018-0107.
Анотація:
Purpose Given the growth of demand for companies’ engagement in socially responsible and ethical practices through corporate social responsibility (CSR), this paper aims to expand the literature on such efforts as currently presented in organizational communication, management, Human Resource Development (HRD) literature. Design/methodology/approach The authors synthesize the topic of CSR across these various disciplines with a focus on identifying gaps in the literature related to the training and development (T&D) based CSR-related activities. Thus, the authors provide implications for the training of CSR as called for by current literature because today’ corporations appear to lack the proper strategies in the understanding and implementation of such efforts. Findings The authors conclude by discussing the pragmatic considerations for this type of T&D and call for further discussion among scholars and professionals in facilitating future work on CSR in a training context. Originality/value Exploring CSR within the context of T&D presents critical capacities in enabling organizational CSR agenda across all units.
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Girschik, Verena. "Shared Responsibility for Societal Problems: The Role of Internal Activists in Reframing Corporate Responsibility." Business & Society 59, no. 1 (July 26, 2018): 34–66. http://dx.doi.org/10.1177/0007650318789867.
Анотація:
This article addresses intraorganizational pressures for organizational transformation toward more responsible business practices by exploring the role of internal activists. Building on the interactive framing perspective, I ask how internal activists develop a framing of their company’s responsibilities as they attempt to transform its business practices from the inside out. I explore this question in the context of a Danish pharmaceutical company’s responsibilities regarding the rising diabetes problem. Grounded in an inductive, interpretive analysis, I show how internal activists developed a framing of the company’s responsibility over time and eventually instigated new ways of thinking about and doing business in their organization. I theorize the constitutive processes that strengthened frame alignment and allowed the internal activists to shape business practices. My study contributes to the literature on corporate social responsibility (CSR) communication by explaining how intraorganizational processes of meaning making may constitute more responsible business practices and by explicating the distinct role of internal activists as agents of organizational transformation.
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ŁUKASIK-STACHOWIAK, Katarzyna. "ORGANIZATIONAL CULTURE IN REMOTE WORKING CONDITIONS – HOME OFFICE." Humanities and Social Sciences quarterly 29, no. 4 (December 31, 2022): 31–43. http://dx.doi.org/10.7862/rz.2022.hss.24.
Анотація:
The Covid-19 pandemic has complicated business activities at various levels, primarily in terms of work organization. The objective of this research is to determine the significance of organizational culture for employees working in home office conditions. What values and amenities, previously preferred in a company, are missing for employees in remote working conditions at home (RQ1)? Which values of organizational culture were predominant during remote work, playing an important role in home office conditions (RQ2)? Which were lacking (RQ3)? To analyze the above issues, this article used both secondary studies of national reports examining remote work, and the author’s pilot study using an online questionnaire. The research results indicated that remote work during the Covid-19 pandemic, in most cases, did not neglect the key values of organizational culture and the involvement of employees. The biggest problem turned out to be cultivating the values primarily responsible for building trust, honesty, and respect, as well as communication and motivation.
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Nikolic, Milan, Sanja Bozic, Edit Terek, Marko Vlahovic, Mila Kavalic, and Marko Ivanis. "The Development of a Questionnaire for Measuring the Quality of the Work of the PR Department in Organizations." Romanian Journal of Communication and Public Relations 22, no. 1 (May 15, 2020): 79. http://dx.doi.org/10.21018/rjcpr.2020.1.288.
Анотація:
This paper presents the development of a questionnaire for measuring the quality of the work of the PR department (office, sector) in organizations. For this purpose, the necessary research was carried out with experts in the field of public relations, and the statistical methods of exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used. The research was conducted in Serbia. As a result of these procedures and analysis, a questionnaire was prepared for measuring the quality of the work of the PR department in organizations. The questionnaire consists of 5 dimensions and 16 items. The dimensions are as follows: ethical and responsible action, proactive and quality action, strategic and effective action, media relations and internal public relations. The questionnaire can be widely applied, both in practical terms and in a theoretical (scientific) sense. The basic practical application of the questionnaire involves evaluating PR department according to the set items and dimensions. In a scientific sense, the questionnaire can be used to examine the impact of various aspects of organizational behaviour on the quality of the work of the PR department, as well as the impact of the quality of the work of the PR department on different aspects of financial and organizational performance.
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Corcino, Kevin Ferreira, Thales Fabrício Costa E Silva, Luiza Cristina Jordão Braga Vilaça Da Rocha, and Marilia Nunes Valença. "The role of internal communication in influencing retailers' views at a shopping center." OBSERVATÓRIO DE LA ECONOMÍA LATINOAMERICANA 21, no. 11 (November 17, 2023): 20471–92. http://dx.doi.org/10.55905/oelv21n11-103.
Анотація:
Corporate internal communication represents a critical success factor in the face of great economic and political instability. For the important economic sector of Brazilian retail, shopping centers are responsible for a large part of total revenue. This success is based on the relationship between the malls and their tenants, who play a role both as a customer and an internal public. In light of the crisis caused by covid19, the relationship between malls and their tenants became a crucial point for the sector's resilience. Thus, this research aimed to analyze the perception of shopkeepers of the internal communication adopted by a large shopping center located in the city of Recife. To achieve the objective, the research used a quantitative approach with an online questionnaire with closed questions for a universe of 407 shopkeepers. Through the use of multivariate statistical analysis, it was possible to analyze the internal communication adopted by the mall in the face of the perception of 370 storeowners. Through the results, it was possible to verify that the relationship between the evaluations made by the tenants, divided between two distinct dimensions, named "organizational identification" and "360º integration", were significant in influencing the tenants in their recommendation of the mall to other entrepreneurs. The results also suggest that good organizational practices, including internal communication integrated with ethical behavior and receptive to feedback, can directly influence the organizational identification of storekeepers with the mall.
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Evans, Christina. "Diversity management and organizational change." Equality, Diversity and Inclusion: An International Journal 33, no. 6 (August 12, 2014): 482–93. http://dx.doi.org/10.1108/edi-09-2013-0072.
Анотація:
Purpose – Set against a background of numerous institutionally funded programmes with a focus on gender mainstreaming, the purpose of this paper is to draw on institutional theory as an alternative lens to explain why such programmes often fail to achieve the desired outcomes. Design/methodology/approach – The paper is based on a case of a European Social Fund EQUAL Programme aimed at enhancing employment opportunities for women in Information Technology, Electronics and Communication and related sectors. The paper focuses on the partnership working aspect, which is a fundamental mobilizing structure of European Commission programmes. Insights into the experiences of partnership working were gathered from interviews with 18, out of the 24 participating partners, on this specific programme. Findings – Tensions with partnership working are exposed and discussed: frustration with intra-organizational collaborative working and structures and outputs that promote a mimetic approach to change, legitimized through the symbolic use of “best practice”; findings more consistent with “institutional isomorphism”, as opposed to “institutional innovation”. Social implications – Given that partnership working remains a key mobilizing structure of gender mainstreaming programmes, both within Europe and in other contexts, the paper concludes with recommendations aimed at those responsible for commissioning and overseeing such programmes. Originality/value – This paper draws on institutional theory as an alternative lens to examine and explain why gender mainstreaming programmes do not always achieve the intended outcomes. To date, as others acknowledge, there has been limited work that has applied organizational theory to this problem.
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Neuman, Brendan. "The Role of Professional Associations in Promoting Robust Science." Industrial and Organizational Psychology 11, no. 1 (March 2018): 71–73. http://dx.doi.org/10.1017/iop.2017.88.
Анотація:
Grand et al. (2018) address an important and timely concern with scientific research with implications well beyond industrial and organizational (I-O) psychological science. As they describe a comprehensive ecosystem responsible for robust science, they have alluded to the notorious scientist–practitioner gap in our field. In this commentary I propose how that gap relates to the various stakeholders in Grand et al.’s ecosystem, and suggest professional associations take on an elevated role in the communication of science.
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Kettaf, Rezki, Kasmi Karima, and Djalab Zohra. "Investigating the Impact Of Organizational Climate On Organizational Silence In Higher Education Institutions." SocioEconomic Challenges 8, no. 1 (April 2, 2024): 170–82. http://dx.doi.org/10.61093/sec.8(1).170-182.2024.
Анотація:
A favourable organizational climate is vital for the effective functioning of organizations, as it promotes the exchange of knowledge and information in the team, develops the competencies of employees, motivates them to manage the organization, predicting that they will express themselves and respond to problems in the working environment and beyond. Organizational silence is a term used to denote the phenomenon of collective behavior of employees when they do not want to discuss their thoughts, feelings and organizational problems, express their suggestions during meetings, hide information about potential difficulties or challenges, etc. Organizational silence can lead to “suppression of the collective voice”, limited communication from the bottom up, a decrease in the level of corporate involvement of employees, the effectiveness of organizational changes, the emergence of explicit or latent organizational conflicts, deformations in the organizational culture and inhibition of decision-making dynamics. The article, based on the example of the University of Setif2, Algeria, examines how the teachers of this university evaluate the organizational climate in their team, whether they feel the presence of the problem of organizational silence and at what level, whether there is a relationship between the corporate environment and organizational silence, and to what extent they influence each other. On one, what factors of the organizational climate can affect the reduction of organizational silence. The basis of the study was a survey of 50 teachers from various departments of the university in 2021: a simple random sample, the questionnaire contains 39 items, and a Likert scale was used for assessing the responses; the Cronbach’s alpha scale has been utilized to determine the scales’ reliability. SPSS version 26 software was used for data analysis, frequency analysis, simple regression, multiple regression, descriptive statistics, and stepwise multiple regression. The results showed a moderate relationship between organizational climate and organizational silence (the partial correlation coefficient of organizational climate is 0.708). In addition, it has been proven that the organisational environment influences organizational silence, not vice versa. Leadership turned out to be the most significant of the investigated determinants of the organizational climate (leadership, organizational structure, working conditions, participation in decision-making, and communication), which allows for reducing organizational silence. The leader’s behaviour plays a vital role in mitigating the negative consequences of organizational silence, can strengthen employees’ trust, and strengthen their sense of identification or attachment to their organizations. Communication has the most significant influence, and organizational structure has the most minor influence of all the determinants of organizational climate. The article studied two types of organizational silence: submissive silence and defensive silence, and the first was more significant from teachers’ perceptions than the second. The results of this study can be helpful in the management of universities and other educational institutions to adapt the current organizational structure, create conditions for direct dialogue between management and employees, help more active agents of positive change, increase the overall level of decision-making efficiency, create more opportunities for teachers to take on themselves more responsible, improve working conditions in universities, etc.
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Luthfia, Amia, Agus Wasita, and Rosidah Syaukat. "Kajian Budaya Organisasi Bina Nusantara University Menuju “A World Class University”." Humaniora 4, no. 2 (October 31, 2013): 1247. http://dx.doi.org/10.21512/humaniora.v4i2.3568.
Анотація:
University is an important institution that would form the nation culture and responsible for the culture transmission. The assessment of a good organizational culture is an important part in the study of organizational culture. The research objective is to analyze organizational culture of Bina Nusantara University comprehensively, the strengths and weaknesses of its effort to become “The World Class University". The research methodology is qualitative with method combination of FGD, in-depth interviews and covert observation. The research outcome shows that Bina Nusantara University has had elements of modern organization characteristic such as innovative management (centralized non-academic function and decentralize academic function); transparent and results-oriented management system with clear and measurable target; detail operational procedure. It has been able to create healthy working environment that supports high integrity, working ethics, dedication, loyalty, opened communication and high sense of belonging. It utilizes information and communications technology through a comprehensive and integrated system called Binusmaya as its ikon and identity.As an educational institution, Bina Nusantara University should develop 3 other elements which are role model, spirit and character building. Former rector (the founder) was an inspired role model that provided a profound influence to the attitudes and behaviors of its members.
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López-Fernández, Andrée Marie. "A nationwide strike uncovers unethical practices: consulting on socially responsible collaborator management in Mexico." Emerald Emerging Markets Case Studies 12, no. 2 (April 28, 2022): 1–23. http://dx.doi.org/10.1108/eemcs-04-2021-0105.
Анотація:
Learning outcomes It is expected that students enhance their awareness of businesses’ role in human rights protection as a key factor in their corporate social responsibility (CSR) engagement and core objective achievement, as well as understand the effects of gender-based violence on organizational performance and identify and develop policies for a socially responsible strategic plan for effective communication with current and potential stakeholders. Case overview/synopsis The case of AFF Consulting Group in Mexico illustrates the challenges that firms face when doing business in an environment riddled with inequality and gender-based violence. The firm is challenged with developing a socially responsible strategic plan to ensure effective communication with stakeholders. The case has been developed as a narrative to demonstrate the intricacies of internal dynamics and discussions, which lead to strategic planning and decision-making. Complexity academic level The case study illustrates the challenges of business dynamics in an emerging market. It is applicable, especially, for undergraduate and graduate students in management studies related to CSR, ethics, human resources, collaborator management and human rights. Supplementary materials Teaching notes are available for educators only. Subject code CSS 11: Strategy.
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López-Fernández, Andrée Marie. "A nationwide strike uncovers unethical practices: consulting on socially responsible collaborator management in Mexico." Emerald Emerging Markets Case Studies 12, no. 2 (April 28, 2022): 1–23. http://dx.doi.org/10.1108/eemcs-04-2021-0105.
Анотація:
Learning outcomes It is expected that students enhance their awareness of businesses’ role in human rights protection as a key factor in their corporate social responsibility (CSR) engagement and core objective achievement, as well as understand the effects of gender-based violence on organizational performance and identify and develop policies for a socially responsible strategic plan for effective communication with current and potential stakeholders. Case overview/synopsis The case of AFF Consulting Group in Mexico illustrates the challenges that firms face when doing business in an environment riddled with inequality and gender-based violence. The firm is challenged with developing a socially responsible strategic plan to ensure effective communication with stakeholders. The case has been developed as a narrative to demonstrate the intricacies of internal dynamics and discussions, which lead to strategic planning and decision-making. Complexity academic level The case study illustrates the challenges of business dynamics in an emerging market. It is applicable, especially, for undergraduate and graduate students in management studies related to CSR, ethics, human resources, collaborator management and human rights. Supplementary materials Teaching notes are available for educators only. Subject code CSS 11: Strategy.
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Veil, Shari R., and Michael L. Kent. "Issues management and inoculation: Tylenol’s responsible dosing advertising." Public Relations Review 34, no. 4 (November 2008): 399–402. http://dx.doi.org/10.1016/j.pubrev.2008.08.004.
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McKinney, Bernadette, Emma Tumilty, and Joseph Kotarba. "2117 Integrating ethics support as culture change in a translational science environment." Journal of Clinical and Translational Science 2, S1 (June 2018): 83. http://dx.doi.org/10.1017/cts.2018.289.
Анотація:
OBJECTIVES/SPECIFIC AIMS: To outline 4 categories of ethics needs identified at a translational science center. To map how research ethics has been further integrated into the center’s culture in response to these needs. To provide insights into how research ethics can be integrated into the translational team science environment. METHODS/STUDY POPULATION: The Institute for Translational Sciences (ITS) at the University of Texas Medical Branch is studied on an organizational level using polyphonic organizational theory and the results of an ethics needs assessment completed in 2010. RESULTS/ANTICIPATED RESULTS: The results will be a map indicating how research ethics has been further integrated into the culture of the ITS in response to the needs identified to ensure the responsible practice of translational science. DISCUSSION/SIGNIFICANCE OF IMPACT: Successful translational science requires shared understanding of communication and values. Achieving agreement in these areas requires the development of strategies for communicating and reinforcing common goals. Research ethics has often been considered an “add on” rather than a “part of” science. Through integrating ethics into various aspects of translational science, the ITS has taken important steps toward achieving the goal of culture change. The map of how the ITS has integrated ethics into organizational activities and structures will serve as a model for other organizations and institutions.
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Galli, Brian J. "Impact and Role of Motivation Theories in Continuous Improvement Environments." International Journal of Service Science, Management, Engineering, and Technology 11, no. 1 (January 2020): 1–13. http://dx.doi.org/10.4018/ijssmet.2020010101.
Анотація:
A large number of the well-performing organizations in the world are believed to have better environments that produce highly motivated employees to attain their goals. As noted in the various literatures reviewed in this study, improved working conditions in companies, such as Dell Technologies and Apple Inc., are responsible for the overall organizational success within the highly contested market. When employees are motivated, they also work towards improving the conditions within the workplaces, so the relationship between the two is mutual. In addition, pay satisfaction, job design, and internal communication of an organization contributes to its workforce motivation, which results in improved productivity for the entire organization. On the other hand, highly motivated employees encourage organizational managers to offer better payment to their organizations, to attain satisfactory job design, and to improve internal communication. Even though this study utilized few articles in the literature review, its findings significantly contribute to the modern literature. However, future studies should consider using more materials and multiple variables to improve the quality and reliability of the outcomes.
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Nur Aulia Fazri, M. Iqbal, Tantan Hermansyah, and Nasichah. "SISTEM MANAJEMEN KOMUNIKASI ORGANISASI PADA GERAKAN KAMPUNG AL QUR’AN." AT-TAWASUL 2, no. 2 (February 28, 2023): 93–100. http://dx.doi.org/10.51192/ja.v2i2.505.
Анотація:
Implementation in mobilizing students in the field of da'wah in Indonesia is very diverse. As implemented by the Al-Qur'an Village Movement which promotes the Al-Qur'an to remote villages in Indonesia. This activity involves active students who memorize the Qur'an as preachers and da'iyah who are sent to villages to teach the Qur'an by inviting children and the community to join in reciting the Koran. The Al Qur'an Village Movement is under the auspices of the Al Qur'an Village Foundation in broadcasting and preaching bil qur'an. This study examines the organizational communication management system in the Al Qur'an Village Movement. So the purpose of this study is to find out the management system for the Al-Qur'an Kampung Movement by using a qualitative approach to Rensis Likert theory with the results of the study that the organizational communication management system for the Al-Qur'an Kampung Movement uses a consultative scheme by embracing friends who are responsible for performance. So the Al Qur'an Village Movement is able to run this system well
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Kim, Jun Ki. "Governance, Organizational Effectiveness, and the Nonprofit Sector in Korea." Korean Journal of Policy Studies 19, no. 2 (February 28, 2005): 15–33. http://dx.doi.org/10.52372/kjps19202.
Анотація:
One of the most talked about developments in social science over the last few decades is the (re)emergence of civil society and its growing influence on manu nations' democratic governance. The paper examined the following: (1) an examination of the growth of Korean nonprofits, (2) an analysis of laws and regulations governing nonprofits (3) an empirical analysis related to organizational governance in Korean nonprofits, and (4) conclusions and policy recommendations. In particular, it was found that internal and external accountability of civil society organixzations meed to focus on their role as major institutional actors. This implies that as long as the public does not perceive accountability as limited to compliance with legal and regulatory standards, we should expect accountability to include democratic internal governance. To accomplish this task, nonprofits and non-governmental organizations must break out of the traditional mold and become more responsible institutions for the services they provide. It was suggested that by utilizing the Internet as a communication tool, civil society organizations could overcome the space and time constraints of their members, thus facilitating better member participation.
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Pankevich, Natalia V. "Political Values in the European Post-Soviet Space: Identity and Sovereignty in the Face of Integration Processes." RUDN Journal of Political Science 23, no. 4 (December 15, 2021): 630–47. http://dx.doi.org/10.22363/2313-1438-2021-23-4-630-647.
Анотація:
The article analyzes the intergation processes in the post-Soviet space and shows that their direction is determined by the competition of states in a specific organizational field of political values. The effectiveness of the governments in this field depends directly on their ability to switch between the political values of the country and universal aggregations. This ability is becoming a key attribute of the empirical sovereignty of the state today. It is shown that in the conditions of asymmetric integration into the EU space in post-socialist countries and insufficient integration in the former Soviet republics, the accomplishment of this function requires specific institutional adaptations: differentiation between buffer mechanisms responsible for communication with external value systems, and the core that holds the deep value complexes of the community. The stability of the organizational bundle of state sovereignty and identity, the specifics of its functionaries in the post-Soviet space are described as giving the Russian Federation an opportunity of value action, focused on the population of post-Soviet and post-socialist countries and bypassing communications with pro-European-oriented and subordinated power apparatuses.
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Bonnyventure, Saronge Ngala. "The Nexus Between Strategic Decision-Making, Strategic Communication and Organizational Performance: A Critical Literature Review." Journal of Strategic Management 6, no. 3 (May 23, 2022): 37–49. http://dx.doi.org/10.53819/81018102t2071.
Анотація:
Strategic decisions are long term, highly unstructured, complex, inherently risky, and have a great impact on the future of the organization. Strategic decisions are those important decisions that typically require a vast number of organizational resources, and consideration of the firm’s environment consideration. Decision-making is so important that none of the managerial functions can be performed without it. Decisions influence organizational direction, administration, and structure. Decisions can be costly or beneficial depending on the approach of the decision-making process, the quality of the decisions made. In this regard, strategic decision- making should be well communicated. In an organic company with a stated focus on the people who make it up, its flexibility allows important information to arrive in necessary doses, impacting daily decisions and in the organization itself, with no conflicting messages to the market and simplifying the process of an implementation strategy. Communication holds several fences to implementing a strategy in a company. The strategies of communication are created when there is a crisis or a major event clearly requiring communication issues to be resolved. Most companies understand and appreciate the importance of creating strategic plans to drive decision making over the long term. Strategic and proper communication gives a channeling on how to deal with upheavals such as major changes in the company or organization, layoffs and downsizing, and technological change. The idea is that the companies cannot organize organizational resources without knowing where the organization wants to be and how it will get there, hence effective communication is a key factor to consider. This paper sought to establish the relationship between strategic decision making, the organizational performance and the role of strategic communication on the relationship. The paper adopted a qualitative research design and used secondary data. A critique on previous studies done by scholars. A significant relationship between strategic decision-makings and organization performance was established. The paper revealed that strategic decision-makings and organization performance will be incorporated as such decision support system these factors will be the catalyst between strategic decision-makings and organization performance. The paper recommended that responsible managers should be geared towards facing and tackling the challenges of strategic communication like poor authority structure, lack of coordination and support from other management levels and resistance from lower levels and poor planning activities in order to realize better performance. Keywords: Strategic Decision-Making, Strategic Communication, Organisational performance
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Maiorescu-Murphy, Roxana D. "Business-centered versus socially responsible corporate diversity communication. An assessment of stakeholder (dis)agreement on Twitter." Public Relations Review 48, no. 1 (March 2022): 102138. http://dx.doi.org/10.1016/j.pubrev.2021.102138.
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Mathew, Romina, and Pradeep Krishnatray. "Influence of Corporate Citizenship on Employee Job Attitudes." Journal of Creative Communications 6, no. 3 (November 2011): 277–95. http://dx.doi.org/10.1177/0973258613491664.
Анотація:
The study is an investigation of the influence of an organization’s citizenship practices on its employees, in the Indian context. The major objective of the research is to explore and empirically investigate whether the perception of being a responsible company leads to increased employee commitment. Primary data for the study was collected through a web-based questionnaire survey of a cross-sectional sample of business executives working in the Indian service industry. The results of the regression analyses show that the employee perception of corporate citizenship has a positive and significant influence on an employee’s affective commitment and the relationship is mediated by organizational identification. Providing empirical support to the social identity theory, the study indicates that employees identify more with a company when they believe it to be a good corporate citizen and this identification translates into increased commitment. This study thus provides insights into the employee outcomes that organizations can hope to achieve from their citizenship investments.
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Dworzecki, Jacek, and Dominik Hryszkiewicz. "Information management in the police force of the Slovak Republic." Studia nad Autorytaryzmem i Totalitaryzmem 39, no. 4 (May 25, 2018): 45–57. http://dx.doi.org/10.19195/2300-7249.39.4.4.
Анотація:
INFORMATION MANAGEMENT IN THE POLICE FORCE OF THE SLOVAK REPUBLICThe article presents the process of information management within the realms of the functioning of the Police Corps in the Slovak Republic. The described solutions concern broadly understood social communication, which is the participation of press departments of this largest military force responsible for safety and public order in our southern neighbour. Within the article both organizational and doctrinal solutions were presented in the scope of contacts with media, information flow between individual departments, and organizational units of the Police Corps.
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Nätti, Satu, Suvi Rahkolin, and Saila Saraniemi. "Crisis communication in key account relationships." Corporate Communications: An International Journal 19, no. 3 (July 29, 2014): 234–46. http://dx.doi.org/10.1108/ccij-08-2012-0056.
Анотація:
Purpose – A deliberate and planned crisis communication strategy is an important part of key account management. The purpose of this paper is to draw links between key account managers (KAM) and crisis communication and explore the elements critical to crisis communication in key account relationships. Design/methodology/approach – The approach is qualitative. Data were gathered from people experienced in crisis communication and responsible for strategic accounts. The paper analysed managers’ stories of crisis processes and related communication in relationships. Findings – Successful crisis communication requires an open and active crisis communicator, one willing to solve problems, and also the company being a partner worth trusting and the retention of the relationship being worthwhile for the customer. Research limitations/implications – The present study focuses on the managerial view, and therefore a dyadic approach is suggested for future studies. Practical implications – The role of the KAM as a crisis communicator and primary identifier of the crisis is emphasized. Originality/value – Existing crisis communication discussions have been very media focused. This study focuses on the key account relationship and the related crisis communication. In addition, although earlier studies examine the influences of crises on business relationships (e.g. Salo et al., 2009; Thiessen and Ingenhoff, 2010; Tähtinen and Vaaland, 2006), research on crisis communication in business-to-business key account relationships is still scarce. The results will help to understand the characteristics of crisis communication in key account relationships and enhance communication with strategic accounts.