Supply chains are developed to reduce business expenses and increase efficiency. However, a disruption in the supply chain, or a failure in one of the links, can expose organizations to crises that can severely impact short-term bottom line and long-term corporate reputation. This study examines the communication challenges inherent in supply chain crises using Samsung’s 2016 Galaxy Note 7 phone crisis as a case study. Results of this study show, in a supply chain crisis, stakeholders hold the organization responsible, regardless of where in the supply chain the break occurred. This study also examines the impact of complexity inherent to supply chain crises and the challenges organizations face during a crisis when organizational reputation is impacted by links in the supply chain outside the organization’s direct control.

Using an adaptation of O’Connor and Shumate’s (2018) theoretical propositions, this research examines interorganizational communication through the lens of multidimensional networks. Twitter data was crawled from a selection of emergency management organization accounts to measure affinity, representational, flow, and semantic networks. These data included the organizations’ followed accounts, retweets, replies, and mentions. A thematic analysis of the organizations’ mission statements was also conducted in order to inform the examination of the semantic networks. The results show a significant relationship between the number of accounts an organization follows and the likelihood of having its message shared. This research provides a further theoretical application of a network analysis method of studying interorganizational communication as well as a practical application for organizations seeking to increase their engagement on Twitter.

The purpose of this thesis is to (1) discover normative U.S. classroom teacher and student role behaviors; (2) contrast these to one other culture, Japan and (3) anticipate the difficulties both teachers and students would face if placed in a culturally mixed class unaware of the cultural differences between them. This study also (4) extends the issues theoretically beyond the cultural differences between the U.S. and Japan to other cultures.

While much research and attention have focused on sojourn adjustment to a new culture, very little research has addressed readjustment to the home culture. This research studies the problems of repatriation work adjustment experienced by U.S. corporate employees. This study also.suggests that cultural readjustment is situational and a multifaceted process which is influenced by many different variables. Interviews with 25 corporate repatriated employees were conducted using a 22-question survey instrument. Repatriates were asked to rate their readjustment experiences on a seven-item Likert scale. Respondents also had the opportunity to expand on their answers with open-ended questions. Fourteen variables were examined for their relationship to cultural readjustment and to each other. Of these 14 variables, the ability for repatriates to use job skills which were learned overseas and number of overseas assignments were found to positively relate to readjustment. As predicted, the amount of autonomy expatriates experienced overseas was found to relate negatively to repatriation work readjustment. Based on these findings, recommendations to facilitate readjustment to the corporate home environment are proposed.

Managers spend 75% of their time actively communicating with employees. Effective leadership communication is fundamental to employee job satisfaction. The purpose of this phenomenological study was to explore how communication strategies that government agency leaders use may motivate greater employee job satisfaction. Twenty employees of a government office in Florida were the general population sample. The motivational language theory helped explore the nature of job satisfaction by focusing on leadership and employee communication strategies. Leadership communication influences employee motivation through incorporating 3 categories of utterances: empathetic (illocutionary) language, direction-giving (perlocutionary) language, and meaning-making (locutionary) language. The Van Manen selective approach helped code and the Stevick-Colaizzi-Keen method helped analyze the participants' transcribed face-to-face interviews. Member checks and data saturation ensured the findings trustworthiness. The findings developed from coding and analyzing data led to the discovery of 4 themes: empathetic language, direction-giving language, meaning-making language, and job satisfaction. The 2 most important themes, direction-giving language and meaning-making language, help motivate job satisfaction by explaining how leadership advice, clear instructions, and leadership stories pertaining to primary events from the agency's past provide direction and a feeling of job satisfaction. Social implications of this study include creating and improving organizational communication best practices and guidelines to help leaders communicate information effectively and to motivate regional governmental organization employee job satisfaction.

Charitable nonprofit organizations are growing in number and scope, but the body of literature and knowledge about communication within these organizations is limited. Today, charitable organizations face a flurry of economic and environmental factors that challenge their continued survival: growing community needs, mounting funding cuts from all segments of government, increased competition for funding, a limited pool of dedicated community leaders to serve on boards, decreased charitable giving for some causes, and persistent calls for greater accountability. As nonprofits explore new ways of coping with these socioeconomic pressures---such as reorganization, consolidation, mergers, and management service organizations---there is a clear need for applied communication research on organizational change in nonprofit settings. This research explores the unique issues nonprofit organizations face when considering a specific form of consolidation---a management service organization---focusing on interorganizational communication among nonprofits and funders and the challenges faced during reorganization planning and implementation. In particular, this research explores communication processes both within and among the Neighborhood Family Center Coalition (NFCC) (a collaborative of nonprofit organizations), and the Juvenile Welfare Board of Pinellas County (JWB), a funder of these same organizations, as the members planned and developed a management service organization. Action research was the chosen methodology for this study due to the strong desire of the research participants to engage fully in planning, executing and analyzing this research. Working together, we co-generated the research questions for this study. Agreed upon areas for research included considerations and challenges in implementing the management service organization, the funder's role in guiding and assisting in the integration process, management and communication strategies implemented to mitigate the negative effects of this type of organizational change and/or to contribute to successful implementation of this type of integration model, and lessons learned that may benefit future JWB efforts, as well as funders and service providers in communities throughout the United States. The research team worked together to identify and develop appropriate research methods and protocols that included interactive interviews and ethnographic observation. Interviews were conducted with all members of the NFCC and key management staff from the JWB. The applicability of this research is of great importance to funding institutions, many which are taking on a more active role to stabilize or strengthen their funded programs, and more often today, through encouragement to consolidate. Results of this study also may lay the groundwork to support and engage nonprofit leaders considering consolidation as an option for their organizations.

The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.

<p>National tourism marketing is a competitive business; many countries try to attract foreign tourists to benefit the nations’ economy. Functions of national tourism marketing are the combination of business, politics, and psychology. This explanatory research provides information about the roles and organization structure of the Thai National Tourism Office (NTO) located in Sweden and its role as a key gatekeeper linking Thai tourism development to the Scandinavian market. The department responsible for the Thai NTO is called the Tourism Authority of Thailand (TAT), and operates under the authority of the Ministry of Tourism and Sports. The objectives of this research are to explore the role of the overseas National tourism office (NTO) in promoting Thai tourism and perception from the head office of TAT in Bangkok, Thailand. The qualitative methods are applied to research: public document and in-depth interviews. Open-ended interviews with the director of TAT in the Stockholm overseas office and with Deputy Governor for International Marketing of TAT in Thailand to exhibit and compare the marketing strategies of Thai NTO and overseas office. The research focuses on comparison in intra-organizational communication, marketing strategies, marketing performance, and perceptions towards Thai tourism and destinations marketing development between TAT head office and TAT Stockholm overseas office.</p>

<p>Abstract</p><p>Title: Effective internal communication –A case study on communication between a manager and the employees in a sportsclub.</p><p>Number of pages: 40, without enclosures</p><p>Author: Susan Andersson</p><p>Tutor: Peder Hård af Segerstad</p><p>Course: Media and Communication Studies C</p><p>Period: Second term 2005</p><p>University: Division of Media and Communication, Department of Information Science, Uppsala University</p><p>Purpose/Aim: I aim to do a case study of a work situation, where there is no natural or direct form of feedback between the manager and the employees, and compare the purpose of the information efforts with how it is perceived by the employees.</p><p>Material/Method: Qualitative research method, including an assembling method in the form of interviews, and a processing method of those interviews.</p><p>Main results: All the used channels combined together (except one channel) seem to have created the right condition so that the content of the information can be perceived and used as the way it was supposed to, even though there’s no direct feedback of the information. The manager gets feedback indirectly and can therefore adapt the messages, or the information efforts, to the receivers.</p><p>Keywords: Organizational communication, Internal communication, Information, Feedback.</p>

<p>Abstract</p><p>Title:A study of the internal communication at The Swedish Department of Taxes (En studie av den interna kommunikationen på Skatteverket)</p><p>Number of pages: 36 (52 including enclosures)</p><p>Author: Emma Kreü</p><p>Tutor: Peder Hård af Segerstad</p><p>Course: Media and Communication Studies C</p><p>Period: Atumn 2006</p><p>University: Division of Media and Communication, Department of Information Sciense,Uppsala University</p><p>Purpose/Aim: To resarch the internal communication within The Swedish Department of Taxes and the relationship between information sender and reciver.</p><p>Material/Method: By contedning critical discourse analysis on The Swedish Department of Taxes’ policy for internal communication and accomplish interviews with co-wokers in position of reciving information, in position of sending information and section managers.</p><p>Main Results: The co-workers in position of reciving information felt they had a good communicational relastionship with their closest section manager, but not with the upper management.</p><p>Keywords: Internal communication, communicational leadership, organizational communication.</p>