The purpose of this study was to investigate the impact of the communication competence of supervisors upon an employee's job satisfaction. Results obtained supported the 5 hypotheses proposed. Findings indicated the importance of supervisory communication responsiveness in areas of listening, sensitivity, and expression of interest in subordinate's ideas and concerns in ensuring satisfaction with supervision received. Support was also generated for the value of an "open" communication climate where continual feedback and idea exchange interact to produce organizational identification. Significant relationships were found to exist between communication climate and dimensions of the JDI: satisfaction with supervisor, work satisfaction, pay satisfaction, satisfaction with promotion opportunities, satisfaction with coworkers. Finally, communication skills training for supervisors was recommended to animate organizational growth and development.

Ph.D. (Psychology and People Management) / Ineffective communication, inadequate disciplinary measures and little interest in the advancement of black employees are of the greatest problems in the South African manufacturing industry. An investigation was done to determine the perception of different groups working on different levels concerning communication, black advancement in the work situation and discipline. A theoretical framework indicate that vertical communication is essential for stable labour relations in any industry. Employees show a great need to be treated fairly and to obtain democratic decision making power by means of ordered representative systems. The cultural gap, discrimination in education and training, the attitude of both whites and blacks towards one another as well as the attitude concerning integration of work facilities seem to be the most important reasons for black advancement's failure in South Africa. For black advancement to be successful in the work situation, total social, political and industrial integration is necessary.

D.Ed. / On surveying education in South Africa, it becomes clear that there is a vast and pervasive effort to reform schools. Criticism from several quarters regarding the lack of effective managerial skills of principals including empowering communication indicates the importance of research into the communicative competencies of educational managers. The development of training programmes in effective communication skills for principals is thus imperative. A group of M.Ed. students from the Rand Afrikaans University that investigated communicative competence discovered that three areas played an important role in the process of managerial communication (Phillips, 1996:100). The three areas that were exposed and needed further investigation were: Democratic managerial communication; Empowering managerial communication; Collegial managerial communication. This researcher will be concentrating on empowering communication as an aspect of managerial communication in the training and development of principals. Taking cognizance of the above, the research problem can be encapsulated by means of the following questions: Which aspects of managerial communication are essential for the training and development of effective principals? What are the essential aspects of empowering managerial communication? What is the perception of principals and educators regarding empowering managerial communication in the training and development of principals? Which aspects of empowering managerial communication are fundamental in a training program for principals? In the light of the problem questions formulated above, it is important to formulate the aims and objectives for this research.

M.Comm. / Political changes and many other factors have forced South Africans from different backgrounds and cultures to work together and live together. These changes do not influence only the community life but also the organisations in South-Africa. As affirmative action is enforced and implemented by government and the business sector, people from African cultures are thrown in at the deep end in business life and people from the western cultures are not at ease working with African people because of a lack of understanding of the African culture. An important part of the African culture is called ubuntu. PURPOSE The purposes of this study are to identify and explain the different values of ubuntu, to illustrate how it can be applied in South African business and to identify the differences between western management practices and ubuntu management practices. METHOD OF STUDY A study was made of the relevant literature. FINDINGS The heritage that comes through traditional African roots is ubuntu: morality, humaness, compassion, care, understanding and empathy. It is one of sharing and hospitality, of honesty and humanity. Simply put, it is the ethic and interaction that occurs in the extended family. In Africa, it draws in all of the people. In this 'family' there is a community of shared values. Ubuntu is best described through the expression: a human is a human through other people. The ubuntu values described in this study are solidarity, the role of stories in ubuntu, compassion, respect and dignity, conformity and interconnectedness. Each of these attributes can be applied in South African businesses. The differences between western management and ubuntu management are discussed by looking at the differences in leadership, decision making, communication and corporate culture. Certain ubuntu values can be used in South-African business, such as group solidarity, respect and dignity, stories and the way the ubuntu culture deals with nature. Certain values cannot be used, such as the way Africans experiences time, because it would lead to low productivity. It seems as if ubuntu values have been lost with urbanisation, but there are still ubuntu values practised in townships, such as group solidarity that exists between tribe members, although the definition of a tribe has changed.

M.A. / This dissertation is an explorative study of the importance of participative communication conducted at one South African organization. The influence of the external democratic environment on the internal organizational environment was discussed within the broad parameters of the open systems approach. The new labour legislation in South Africa, the new Labour Relations Act (NLRA), emphasizes democratic principles and values. Participative management is emphasized as a management style that should be encouraged. Access to information and employee participation in organizational operation are indicated as key components in the move towards more participative organizational environments. The renewed importance of an organizational context that supports worker participation processes emphasizes the need to investigate how a participative environment can most effectively be established. Information sharing and participation in decision-making require effective communication structures and an environment that supports and encourages employee involvement. The aim of this study was to investigate the role of effective communication in participative organizational contexts with specific focus on South Africa. The newly emphasized democratic external democratic external environment requires the encouragement of effective participative management. The study advocated that communication structures as mechanisms for participation in organizational decisionmaking should therefore be critically analyzed. In order to ensure effective communication in participative environments, communication effectiveness was formulated in terms of specific research objectives that were explored, namely information efficiency (availability of information), communication channels available for information and the number of channels available for participation. Variables that could possibly influence these theoretical constructs were identified and explored, including job level, union membership, workplace forum membership, workplace forum participation, fear of participation and communication climate. In the literature study consideration was given to recognized theories related to the systems approach, climate and culture and participative management. The organizational internal culture was also discussed and considered, as cultural change should play a major role in the move towards a participative culture. The empirical part of the study was conducted as a case study at Columbus Stainless. Research objectives in terms of the aim of the study were explored indicating the importance of participative communication by measuring specific theoretical constructs as formulated in terms of the theoretical framework. The most prominent findings can be summarized as follows: • In terms of information efficiency variation between junior and senior level employees existed. Availability of information, both current and desired, was indicated as a theoretical construct that should be measured. • Variation existed in the perception of organizational information efficiency (amount of information) between organizational members who are scared of participation and members who are not scared of participation. Employees with less access to information were more scared of participation. • Wider access to communication channels providing information on micro level was related to more positive perceptions of the communication climate. • A correlation existed between fear of participation and the number of channels used for participation on macro level. Respondents who on average participated in fewer channels on macro level were less scared of participation. • Communication channel usage on macro level was almost statistically significantly related to positive perceptions of the communication climate.

Master's Thesis describes topic of intergenerational communication, which is important part of society. It's goal is to suggest an effective communication strategy on workplace for managers. Each country perceives age differently; therefore the thesis is in general focused on Czech corporate environment. The theoretical part defines the concept of communication, internal communication of companies and communication styles of key generations of the late 20th century. The practical part includes questionnaire form with both open and closed questions and survey took place in selected organizations, operating in the Czech Republic.

This master's thesis aims to develop a contact information sofware management system. This system is designed to support gathering, integration, synchronization and redistribution of contact information. The basis for the desing is research of theoretical sources, which puts the problem of contact information management into broader context. Based on information gathered in the research part this thesis chooses a suitable software development methodology to follow during the design phase. Before the actual design is started, the theoretical requirements are put to test against user requirements collected through interviews and a survey. The development follows the Software Development Lide Cycle model and results in a coarse-grained design. The major contributions of this thesis are primarily setting the problem of contact information management into broader context, which is poorly covered in literature and research, and performing user requirements analysis by a survey and interviews (which is something that has not been publicly done before).

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The purpose of this study was to determine the business communication needs and problems of women in entry-level, middle, and upper management positions in Texas. A questionnaire was completed by sixty-eight female managers (twenty-one entry-level; forty middle; and seven upper). Female managers were asked to indicate the frequency of use and the importance of fourteen types of written and seven types of oral business communication, the importance of twenty-seven skills or knowledge, and the frequency with which they consider thirty-two skills or knowledge as problem areas. Data were also collected for the same number of male managers and were used to further interpret and complement the data on female managers. Results for female managers as a total group and male managers as a total group were evaluated by performing chi-square tests.

Thesis(M.A. (Communication Studies)) -- University of Limpopo, 2020 / This study explored the impact of organisational culture on integrated communication (IC) at the Government Communication and Information System (GCIS) in Polokwane, South Africa. Martin and Niemann-Struweg (2015), argued that top management in organisations poorly understood IC. This study investigates if the same applies to the GCIS in Polokwane. The study adopted a qualitative approach and made use of individual interviews and content analysis in order to collect data, which was then analysed by means of thematic analysis. The study used both the General Systems Theory (Bertalanffy, 1968) and the Organising Theory (Weick, 1989) as its theoretical framework. The findings suggested that organisational culture at the GCIS was shaped by both employee behaviour and organisational activities. The study found that information sharing was poorly implemented by the GCIS, which meant that, information contained in organisational documents differed from the perceptions shared by the employees. Measures to improve both the sharing of information and the perception of this information have been provided in the recommendations / National Research Foundation (NRF)