La gestión comunicacional es transmisora de mensajes y generadora de imágenes en los diferentes públicos de la sociedad. Sean personas naturales o jurídicas (organizaciones), la comunicación parte necesariamente de la existencia de una base común: la identidad. La identidad corporativa, entendida como el conjunto de elementos empresariales, organizacionales, operacionales y de comportamiento compartidos por los miembros de una institución tiene que administrarse, pues solo con esta labor es que adquiere y genera valor; es decir, cumple su labor de activo intangible. Contrariamente, la ausencia de gestión permite la aparición de un fenómeno frecuente, pero hasta ahora no conceptualizado: la dispersión. El presente trabajo propone un marco teórico en torno a lo que es, cómo se genera y algunas formas en las que se presenta la dispersión de la identidad corporativa, situaciones de las cuales se derivan una serie de problemas comunicacionales y organizacionales que, de no haber una intervención para su solución, pueden convertirse en fallas estructurales que afectarían tanto el desarrollo como las actividades de la organización. / Communicational management is a message transmitter and image generator in the different publics of society. Whether natural or juridical persons (organizations), communication necessarily starts from the existence of a common basis: identity. Corporate identity, understood as the set of business, organizational, operational and behavioral elements shared by members of an institution has to be managed, because only with this work is it acquires and generates value; That is, it fulfills its work as an intangible asset. Conversely, the absence of management allows the appearance of a frequent but not yet conceptualized phenomenon: dispersion. The present work proposes a theoretical framework around what it is, how it is generated and some forms in which the dispersion of the corporate identity is presented, situations from which a series of communicational and organizational problems are derived that, had there not been an intervention for its solution, can become structural failures that would affect both the development and the activities of the organization.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This study has the purposes to develop a methodology for the planning of communication that contributes to the internalization of organizational strategic planning. This is an exploratory study, of qualitative nature, that uses as techniques of data collection the bibliographical research, from the analysis of organizational management systems, strategic planning, organizational communication, and alignment, how basis to development of the model. The communication planning proposed was developed taking from a model the strategic planning of Estrada (2006), which allowed, therefore, align both planning and present the intervention of communication at every stage of the model developed by that author. As a result, it presents a planning methodology that enables communication and contributes to the internalization of strategic planning and, consequently, the effectiveness of organizational management. / O presente estudo visa desenvolver uma metodologia para o planejamento da comunicação que contribua para a internalização do planejamento estratégico organizacional. Trata-se de um estudo exploratório, de natureza qualitativa, que utiliza como técnicas de coleta de dados a pesquisa bibliográfica, a partir da análise dos sistemas de gestão organizacional, de planejamento estratégico, comunicação organizacional, e alinhamento, como fundamentação para a construção do modelo. O planejamento de comunicação proposto foi desenvolvido tomando como base o planejamento estratégico de Estrada (2006), o que possibilitou, assim, alinhá-los e apresentar a intervenção da comunicação em cada etapa do modelo elaborado pelo referido autor. Como resultante, apresenta-se uma metodologia de planejamento da comunicação que viabiliza e contribui com a internalização do planejamento estratégico, e, conseqüentemente, para a efetividade da gestão organizacional.

The correlates of organizational communication to other organizational constructs have been scarcely researched. Two constructs of interest to management researchers and practitioners are job performance and job satisfaction. This interest arises from the fact that the quality of organizational life and effectiveness may be determined by the quality of the two constructs. This study investigates the moderating influence of organizational communication on two models involving the variables of performance and satisfaction: (1) the relationship between performance and satisfaction and (2) the relationship between the congruence of the individual and the job with performance and satisfaction. Organizational communication is assessed in terms of ten dimensions: trust in superiors; influence of superiors; accuracy of information; desire for interaction; communication satisfaction; overload and underload information; and upward, downward, and lateral communication. Executives, research and middle management people, office workers, and manufacturing individuals from two firms provided the data for the study. An expected moderating influence was evaluated through differential validity or differential predictability, as appropriate, and moderated regression analysis. Organizational communication received very weak support as a moderator of both the relationship between the target variables of performance and satisfaction and the individual-job congruence association with the same target variables. Accuracy of information, desire for interaction, and directionality of communication—upward, downward, and lateral—received support as moderators of particular performance/satisfaction relationships. Trust in superiors, influence of superiors, accuracy of information, and desire for interaction acted as moderators of specific individual-job congruence relationships with performance and satisfaction. Organizational communication received moderate-to-strong support as a predictor of the two relationships researched. Thus, either as a moderator or as a predictor, communication constitutes an avenue for improving the quality of organizational life and effectiveness; the performance and satisfaction of individuals may he fostered through communication.

Many workforce-related shortages in the marine transportation industry can be attributed to low birth rates, high levels of upcoming retirements, and evolving occupational complexities of the industry. These challenges may soon place the marine transportation industry in a workforce crisis within some high-demand occupations. This explanatory case study examines how the Marine Institute of Memorial University of Newfoundland’s learns and adapts its practices to more effectively attract, recruit, and retain students for a career at sea. The study applies organizational learning theory as a practical lens to better understand the phenomenon of learning at the organizational level, how it occurs, and the processes involved which enable transformation. The study looks at communicative and collaborative processes of members, including collective thinking, reflection on past experiences, and dialogue, which combined, enable changing conventional ways of thinking. The findings describe how the organization constructs solutions, how it learns and reacts to workforce complexities.

Telecommuting is becoming an increasingly popular trend in the modern workforce. Among the growing number of teleworkers are engineers, a profession where communication is a necessity. This study employs a phenomenological research approach to understand and describe the ways in which information communication technology (ICT) affects teleworking engineers’ interpersonal communication in the workplace and perceptions of isolation in social and organizational contexts. Uses and gratifications theory and media richness theory were used to better understand teleworkers’ selection and use of ICT. The findings revealed six themes: emotional impact, workplace relationships, information communication technology in the workplace, the nature of telework, telework and connectivity, and the organizational role in telework. This study contributes to communication research by adding to the growing body of knowledge about the influence of telework on workplace communication and relationships from the perspective of a niche population, engineers.

Cette thèse questionne les pratiques du management à distance dans les organisations contemporaines (franchise, sous-traitance, joint-venture, etc.). Elle s’inscrit dans les Sciences de l’Information et de la Communication et en particulier dans le champ de la communication organisationnelle. A partir d’une étude de terrain réalisée dans une station-service en franchise, elle s’attache à répondre à trois questions principales : (1) En quoi peut-on dire que la franchise est une forme de management à distance et quelles en sont les caractéristiques ? (2) De quelle nature sont les capacités d’action – ou agentivités textuelles - qui organisent les routines de travail dans la station service étudiée ? (3) Comment ces capacités d’action se manifestent-elles dans les routines conversationnelles et quels modes d’existence organisationnelle constituent-elles ? Elle apporte des éclairages sur la force de l’action – ou agentivité – à distance qu’exerce le management sur ce que disent et font les membres d’une organisation, à travers une reconceptualisation, de la distance et des routines, fondée sur une dynamique organisante des capacités d’action et sur les dimensions conversationnelles et textuelles de la communication. Ce qui renouvelle également notre conception du mode d’existence de l’entreprise et ouvre le débat sur les formes d’autorité que contribue à généraliser la franchise comme forme de management à distance. / Inscribed in Information and Communication Sciences and in particular in the field of the organizational communication, this research questions the practice of management at distance in contemporary organizations (franchise, subcontracting, joint-venture, etc.). From a field study realized in a Highway Gas Service’s station, it tries to answer three research questions: (1) To what extent can we say that the franchise is a form of management at distance and what are its characteristics? (2) What are the natures of the capacities of action – or textual agencies – that organize working routines in the studied gas station? (3) How do these capacities of action intervene during the conversational routines and what modes of organizational existence do they establish? This thesis sheds light on the strength of the action – or agency – at a distance exerted by management upon what say and do the members of an organization, through a conceptualization of distance and routines based on a the conversational and textual dynamic that organize those capacities of action. This thesis also renews our conception of the mode of existence of the firm and opens the debate on the forms of authority that contributes to widespread the franchise as a model of management at distance.

The diploma thesis is concentrated on internal organizational communication analysis in Hirschmann Czech s.r.o. during the financial crisis. All empirical data are obtained by the anonymous questionnaire research among the workers and standardized individual interview with their leaders. Gathered data are statistically processed followed by verbal interpretation. There are some internal organizational communication problems identified according to the research findings. Final chapter is devoted to the practical recommendations which can help the company to improve the process of its internal organizational communiaction.

The purpose of this study was to examine the current research on mergers and acquisitions which includes organizational factors, such as communication processes, and their impact on employee reactions. The current study addresses this issue through a simulated M&A announcement laboratory experiment with 156 CSUSB undergraduate students.

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This dissertation uses a case study approach assess the postcrisis communication between the Tennessee Valley Authority and the Roane County community following the 2008 coal ash spill. More specifically, the researcher explores the relationship between organizational renewal and community involvement by means of an in-depth case study analysis. The dataset includes transcripts from interviews with Tennessee Valley Authority leaders, as well as neighboring community members, all of whom were involved in the postcrisis recovery. Supporting data was collected from archival records made available to the public online and dedicated specifically to the Roane County project. The results, implications for practitioners, and future research are discussed. The major findings of this case study offer insight into the ways in which the discourse of renewal can be expanded to incorporate elements of community involvement, thus working toward a collaborative approach to the renewal framework.