Thesis (Ph. D.)--Ohio State University, 2005. / Title from first page of PDF file. Document formatted into pages; contains xv, 290 p.; also includes graphics (some col.) Includes bibliographical references (p. 217-233). Available online via OhioLINK's ETD Center

Thesis (Ph. D.)--West Virginia University, 2009. / Title from document title page. Document formatted into pages; contains vi, 167 p. : ill. Includes abstract. Includes bibliographical references (p. 106-134).

Thesis (MSD (EAP))--University of Pretoria, 2004. / Includes bibliographical references.

This study explort1d the impact of emotional intelligence on supervisor/employee communication. The purpose of th~s study was to investigate 1) how emotional intelligence affects supervisor and employee communication from both supervisors' and . employees' perspectives; 2) how supervisors and employees perceive the effects of emotional intelligence on the active listening of supervisors; and 3) relationships among supervisor/employee communication, emotional intelligence, and active listening. This study is expected to facilitate a better understanding of the relationship between active listening and the emotional intelligence of supervisors. Focus groups were conducted to collect sup~rvisors' and employees' perceptions and thoughts on communication, emotional intelligence, and active listening. This . method was used to identify emotional intelligent competencies related to effective communication between supervisors and employees and active listening. This study also examined how supervisors should demonstrate those .competencies. The data collected generated particular themes and relationships between supervisor/employee communication, emotional intelligence, and active listening and to answer the research questions that were posed for the study. Participants in the study discussed the importance of establishing trust in the relationship, listening to their employees' ideas, and valuing a personal relationship with ,..---------- their employees. When looking at the impact of emotional intelligence on supervisor/employee communication the results from this study showed that supervisors understood that emotions are part of the work environment and listening to employees is critical. Employees in the focus groups believed that supervisors need the ability to deal with emotions in the workplace and understand that sometimes those feelings are generated in an employee's personal life. The key to developing positive supervisory communication is through supervisors role-modeling critical competencies related to emotional intelligence. Establishing trust in the supervisor/employee relationship is directly correlated with effective communication. Active listening is one method supervisors can use to demonstrate and establish trust in the relationship.

Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Public Management In the Faculty of Business at the Cape Peninsula University of Technology 2013 / Over the past few decades the study of intercultural communication has expanded to cover a diverse set of variables deriving from the concepts "communication" and "culture" and the combination of communication and culture. As is the case for the communication discipline itself, the study of intercultural communication is influenced by traditional disciplines such as anthropology, linguistics, philosophy, psychology and sociology (Chen & Starosta, 2005:13). The development of a global mindset has become pivotal for further human progress. This mindset can only result from intercommunication among diverse people (Chen & Starosta, 2005:4). Intercultural communication is essential to any organization or department as it is a process of sending and receiving messages between people whose cultural backgrounds could lead them to interpret verbal and non-verbal signs differently. The purpose of this study was to devise a communication strategy which will address intercultural communication, specifically designed to assist managers dealing with intercultural differences. The core objective of this study was to establish whether the existing Communication Policy of the Department of Justice and Constitutional Development (DOJ&CD) adequately addresses intercultural communication in the work place and to verify the level of understanding of culture amongst employees of the DOJ&CD Western Cape Regional Office (WC RO) in order to determine whether a lack of cultural knowledge contributes to miscommunication in the department. In order to reach its objectives, the study employed a quantitative research approach whereby a non-probability sampling design in the form of a convenience sampling method was adopted and considered appropriate for this study, with specific reference to the DOJ&CD (WC RO). In terms of collecting the data, the study made use of structured questionnaires as a data collection method whereby questionnaires were administered and distributed to 85 employees of whom 70 participated. The results of the study reveal that cultural differences lead to misunderstandings, while lack of cultural knowledge is a major contributing factor of miscommunication within the DOJ&CD (WC RO). It is recommended that employees acquire knowledge about other cultures which will improve their understanding and reduce the chances of miscommunication in a multi-cultural environment to enhance intercultural communication and provide a harmonious working environment amongst employees of the DOJ&CD (WC RO) and the Public Service as a whole.