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The flip side of organizational encounter deveoping [sic] and testing a model of veteran employee uncertainty and information seeking about new employees /Gallagher, Erin Beth, January 2010 (has links) (PDF)
Thesis (Ph. D.)--Washington State University, August 2010. / Title from PDF title page (viewed on July 23, 2010). "Edward R. Murrow College of Communication." Includes bibliographical references (p. 127-130).
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Peaceful alternatives : women's transnational organizing in post-conflict areas /Norander, Stephanie N. January 2008 (has links)
Thesis (Ph. D.)--Ohio University, 2008. / Includes bibliographical references.
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The usage of system dynamics in organizational interventions a participative modeling approach supporting change management efforts /Snabe, Birgitte. January 2007 (has links)
Dissertation Universität Mannheim, 2006.
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University crises sensemaking and discursive leadership in moments of uncertainty /Gigliotti, Raffaele Anthony. January 2009 (has links)
Thesis (M.A.)--Villanova University, 2009. / Communication Dept. Includes bibliographical references.
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Communicating affirmative action during transformational change a South African case study perspective /Leonard, Anné. January 2004 (has links)
Thesis (M. Phil. (Communication Management))--University of Pretoria, 2004. / Includes bibliographical references. Available on the Internet via the World Wide Web.
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Communication, coordination, and conflict in work organizations interpersonal contingencies of conflict interaction among co-workers /Riggs, Charles James. January 1900 (has links)
Thesis (Ph. D.)--University of Wisconsin--Madison, 1983. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 231-241).
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Interagency communication a case study of organizational interdependence in Asarwak, East Malaysia /Ngidang, Dimbab. January 1993 (has links)
Thesis (Ph. D.)--University of Wisconsin--Madison, 1993. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 172-183).
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In young company : supervisor strategies for managing conflict with older subordinates /Urbantke, Lacy G. Schlueter, David W. January 2006 (has links)
Thesis (M.A.)--Baylor University, 2006. / Includes bibliographical references (p. 85-93).
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A descriptive and exploratory study towards a spiritual intelligent transactional model of organisational communicationVan der Walt, Elizabeth Alletta 30 June 2006 (has links)
In this study intelligence is perceived as a primary variable in explaining the needs, motivations and behaviour of individuals in society in general, and in the organisation specifically. A distinction is made between IQ, which is perceived as a rational intelligence that has its roots in Newtonian physics, EQ, which is perceived as an adaptive and emotional intelligence that enables an individual to adapt to changing circumstances, and SQ, which is perceived as a spiritual intelligence that enables an individual to recontextualise a situation towards a meaningful and holistic experience.
It is argued that changes and developments in society during the 20th and 21st centuries can be related to a growing awareness and understanding of intelligence in society from IQ to SQ. This argument is supported by various discussions regarding different time periods from the 20th century to the 21st century, and societal members¡¦ reactions to changes in the environment during these time periods. It is also maintained that changes in society impact significantly on the organisation since the employee is a member of both society and the organisation. As such, any changes in the needs, motivations and behaviour of societal members will also reflect in the organisation.
Based on an in-depth literature review, and descriptive, explanatory and exploratory descriptions in this study, it is maintained from the results obtained in Chapter 4 regarding the SQ-needs and motivations of the new employee that organisational management need to recognise the spiritual-related intelligence behind the changing needs and motivations of the new employee as meaning-seeking individual. This is especially important as a means of merging the SQ-needs and behaviour of employees, thus limiting the occurrence of anomie, conflict and workplace resistance in the organisation. The argument of this study is that the manner in which most organisational and managerial practices, communication, and employees, are approached in the modern organisation, is unable to provide meaning or purpose. It is argued that it is not through the process of control, prediction or mere adaptation to a changing environment, but through an emergence into a ¡¥new reality¡¦ that meaning is established. This emergence into a new reality requires a spiritual intelligent leadership approach through which the SQ-needs and motivations of the new employee can be addressed.
Most important is that organisations need to provide a channel for employees through which they can express newly acquired values, needs and motivations, such as a well-defined and well-developed communication system. Zohar (1997) argues that the most effective means of recognising and implementing SQ in the organisation would be through the process of communication. A point of departure in meeting the needs and motivations of the new employee would therefore be through the process of spiritual intelligent communication in which the sender (manager or leader) recognises the meaning-seeking needs and motivations of the receiver (employee) to such an extent that they can both negotiate a shared meaning regarding organisational practices due to a new understanding between them. The aim of this study is therefore to investigate such a communication model by exploring the need for a spiritual intelligent transactional model of organisational communication.
Based on the new-found knowledge gained with regards to the application of SQ in the organisational context, this study has identified the following potential topics for future research:
,,X Empirical research could be conducted to test the viability of the proposed spiritual intelligent transactional model of organisational communication.
,,X SQ as a primary and determinant variable in organisational behaviour, employee or managerial development, and organisational success, can be researched.
,,X Further research studies can be conducted to determine the SQ-related needs of employees in large and small organisations. Studies like these could contribute significantly to methods and means of addressing the growing problems of anomie, poor management and communication practices, conflict, and resistance in the modern organisation. / Communication Science / D. Litt. et Phil.(Communication)
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Communication audit as an integrated communication measurement instrument: a case studyAntonis, Natachia 30 November 2005 (has links)
Intraorganisational communication and its integration in the organisation is increasingly being recognised as a fundamental contributor to organisational success and needs to be prioritised as a strategic priority. In light of the contribution that intraorganisational communication can make, the measurement of its effectiveness, especially in relation to its integration, is critical. As such, a measurement instrument that measures the integration of intraorganisational communication would enable organisations to improve such integration of intraorganisational communication from a holistic perspective. In the context of this research the Communication Audit provides the framework for the measurement of intraorganisational communication and its integration and endeavours to establish whether the Communication Audit can measure the integration of communication / Communication Science / M.A. (Organisational Communication)
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