This work questions the usefulness of heuristic procedures, within composition in general writing in business in particular, as an effective aid to the generation of written, non-fiction discourse.

More law enforcement agencies are adopting social media as a progressive policing strategy each year. They utilize it for several reasons including, community outreach and engagement, public relations, notifying the public of safety concerns, recruitment, intelligence gathering for investigations, among other uses (IACP, 2017). This study explores Southern California Law Enforcements’ use of social media through a survey and content analysis. First, the survey results suggest that more than 93% of departments surveyed concentrate on community outreach through their social media channels. Second, the content analysis results suggest that when media (pictures/video), links, and hashtags (#), are included in posts the more engagement will take place. The more engagement a department receives online the more their voice and message are heard. The results of this study contribute to the sparse literature dedicated to law enforcement and effective use of social media.

Managing employee engagement is critical to the success of an organization, but 85% of managers struggle with engaging employees. The purpose of this single-case study was to explore effective communication strategies within an organization and determine how managers used these strategies to increase employee engagement, productivity, and organizational effectiveness. Data were collected from organizational documents, observations, and semistructured interviews with 6 managers of a corporation located in the midwestern United States. All participants were working full-time for at least 3 years, had a managerial title, and were responsible for departmental communication. Moustakas's modified van Kaam method was used for data analysis. Communication theory provided the conceptual framework for the study. Three themes that emerged from the participants' interviews, observations, and data analysis were coaching employees, motivation, and consistency in communication. The findings of this study may impact positive social change by improving the organizational competitive environment through engagement in the community and society. The implications for positive social change include the potential for managers with direct reports to improve their understanding of the causes of engagement and disengagement, internal communication strategies that cause disengagement, and the benefits of implementing engagement strategies. The results of this study may provide managers with knowledge about employee engagement strategies used to improve productivity and organizational effectiveness within the industry. Community relationships could also improve as a result of effective communication.

El presente trabajo de investigación busca entender si la cultura y el clima organizacional tienen algún tipo de relación y si ambas variables se encuentran involucradas en los resultados organizacionales. Recopilaremos los diferentes aportes que se han desarrollado a lo largo de los años respecto a estos dos constructos y explicaremos cómo han evolucionado hasta nuestros días. Desarrollaremos la importancia de investigar el clima y cultura organizacional en el mundo del Management y cómo éstos están involucrados en el crecimiento y la evolución de la organización. En este sentido y en base a los estudios encontrados, se evaluará si el clima y la cultura organizacional influyen en la productividad de las organizaciones; adicionalmente explicaremos cómo afecta la cultura en el clima organizacional, identificaremos si estos dos constructos contribuyen en la planificación estratégica de las organizaciones. Por otro lado, evaluaremos la participación de los líderes ejerciendo un importante rol en cuanto a la expansión de la cultura y desarrollo del clima, también analizaremos el impacto de la comunicación organizacional y cómo esta afecta el desarrollo de ambos constructos dentro de la organización. Analizaremos la motivación y su vínculo con la productividad laboral, ya que es la base para que los colaboradores se involucren en lo que hacen, pongan gran interés, empeño y su compromiso con la organización se incremente. Finalmente, pasaremos a explicar las conclusiones del trabajo y daremos algunas recomendaciones. / The present paper search to understand if the climate and organizational culture have some kind of relationship between them and if both variables are involved in the organizational results. We will collect the different contributions that have been developed over the years to these two constructs and we will explain how these concepts have evolved up to the present day. We will develop the importance of investigating the climate and organizational culture in the world of Management and how these two constructs are involved in the growth and evolution of the organization. In this sense, based on the studies found, it will be sought to evaluate if the climate and organizational culture influence in the productivity of the organizations; addition, we will explain how culture influences in the climate organizational, and also identify whether these two constructs influence the strategic planning of organizations. On the other hand, this work will evaluate the participation of leaders exercising an important role in terms of the expansion of culture and climate development, also analyze the impact of organizational communication and how it affects the development of both constructs within the organization. Also for this paper we will analyze the motivation that is directly linked to labor productivity, because that is where the collaborators get involved in what they do, they put great interest and commitment with the organization. Finally, we will explain the conclusions of the work and give some recommendations. / Trabajo de Suficiencia Profesional

國民教育乃是一國教育之一切教育的基礎，本研究以越南北部紅河平原地區國民中小學學校教師為樣本，以文獻分析法、問卷調查法、進行研究得到以下結論： 一、國民中小學校組織氣候對組織效能有顯著的影響。組織氣候各層面中，校長支持行為與教師投入行為對組織效能具有顯著影響。 二、男教師與女教師樣本相較，其組織效能均受到組織氣候之顯著影響且兩者所受到的影響層面相同。 三、目前是否兼任行政工作樣本相較，其組織氣候對組織效能均有顯著影響力，但組織效能所受之影響層面不同。目前不兼任行政工作教師，其組織效能知覺受教師離心行為層面之影響。然而，目前兼任行政工作教師樣本，其組織效能感受並不受此層面之影響。 四、國民中小學學校組織溝通對學校組織效能有顯著影響力。 五、就市鎮與鄉村學校樣本，其學校組織效能均受組織溝通所影響，但所受影響層面不同，市鎮學校教師，其組織效能知覺受到組織溝通之暢通性所影響而後者則無；鄉村學校教師組織效能知覺受到組織溝通意願所影響，而前者則無。 六、學校組織氣候與組織溝通在組織效能上並未發現有交互作用。 七、學校組織氣候、組織溝通各層面對組織效能影響力不同，其中，「下行溝通」對組織效能之預測力最高，連25.2%，次為「平行溝通」、「溝通意願」，其對組織效能之預測力分別達23.9、17.4%，接下為「溝通意願」、「校長支持行為」與「上行溝通」。 八、教師不同人口層面中「目前是否兼任行政工作」教師，其在織氣候感受上有顯著差異。「目前兼任行政工作」教師對組織氣候較為開放。「目前不兼任行政工作」教師，其在組織氣候感受上較為封閉。 學校不同情境層面中，學校位於市鎮、鄉村，其教師在組織氣候感受上有差異。位於市鎮學校，其教師組織氣候知覺較為封閉。位於鄉村學校，其教師組織氣候知覺較為開放。 九、教師不同人口層面中，教師不同年齡與不同服務年資在組織溝通上有顯著差異。 學校不同情境層面中，學校位置於市鎮與鄉村，其教師在組織溝通感受上有顯著差異。鄉村學校，其教師在組織溝通知覺上較為積極。市鎮學校，其教師之組織溝通知覺積極程度不如鄉鎮學校。 根據研究結果，本研究就越南國民中小學校之未來運作提出以下建議： 一、改善學校組織氣候，強化行政功能 1、培養校長支持、引導成員之能力，主動促成學校組織開放氣候。 2、學校組織中教師問需培養人際和諧。 3、鼓勵教師參與行政工作以促使其對學校運作、目標之瞭解、增加對組織參與、共識，力求組織眾人齊心達成目標。 二、加強溝通協調，推行參與管理：改善學校組織之下行溝通與平行溝通，促進溝通協調以增進學校組織效能。 三、由相關文獻探討之建議 〈一〉、學校的領導哲學與各項行政措施應重視「人」的因素。 〈二〉、學校校長與教師應建立一套適當的「學校溝通網路」，使的學校各項訊息能順利交換以提高運作的效能。 〈三〉、學校應鼓勵各部門、各單位革新發展。 論文提要 圖表目次 第一章 緒論 第二章 文獻探討 第三章 研究方法 第四章 研究結果 第五章 研究結果討論 第六章 結論與建議 參考書目 附錄 / This research uses literature analysis and survey research to study the relationship between the organizational climate , organizational communication and organizational effectiveness basing on the sample of primary and secondary school teachers in the North of Vietnam. The research has found following results: The organizational climate in primary and secondary school has significant influence on organizational effectiveness. The frutrated aspect has significant influence on organizational effective perceice in the sample teachers who do not cumulate admistrating works. The organizational communication has significant influence on school organizational effectiveness. Comparing samples of city school and remote erea school , the organizational communication has signifcant influence on two sample, but in diffirent levels. The statistic results indicate that there is no interaction between organizational climate and communication on the effectiveness . Each school organizational climate and communication aspect has diffirent influence on organizational effectiveness, and "down communication" has influence rate of 25.2%.

<p>The focus of this dissertation is on how communication regarding work environment and work related risks can be understood from an organizational communication perspective. Based on a case study of communication about work environment and work related risks in the Swedish forest industry, the present study discusses institutional influences on organizational sense making processes. A central question has been how to understand the organizational field as a cultural and communicative arena where concepts and ideas connected with issues in the field are communicated between different actors.</p><p>The empirical data was gathered using different methods. A questionnaire aiming at screening media habits and information gathering strategies of forest machine contractors was used. Based on information from that screening, mass media content was analysed, such as daily newspapers, trade press and advertisements for forest machines. Also, interviews with actors in the field were analysed thematically with respect to how to unveil hidden key symbols and cultural valuations of forest machine work, the work environment and how to handle work related risks in forest work. The key symbols that were identified to organise conceptions about forest work and occupational risks connected with it contained information about different attitudes towards how to handle risks and other problems in the work environment. Two main types of conceptions were identified, technologically oriented conceptions and person oriented conceptions.</p><p>The analysis revealed a fragmented picture of forest work. Yet, the picture was more or less common to the organizational field as a whole. Building on institutional theory and theories of sense making, the study results in a deeper understanding of sense making in relation to work environmental issues by applying an organizational dimension to risk communication in an organizational field.</p>

The focus of this dissertation is on how communication regarding work environment and work related risks can be understood from an organizational communication perspective. Based on a case study of communication about work environment and work related risks in the Swedish forest industry, the present study discusses institutional influences on organizational sense making processes. A central question has been how to understand the organizational field as a cultural and communicative arena where concepts and ideas connected with issues in the field are communicated between different actors. The empirical data was gathered using different methods. A questionnaire aiming at screening media habits and information gathering strategies of forest machine contractors was used. Based on information from that screening, mass media content was analysed, such as daily newspapers, trade press and advertisements for forest machines. Also, interviews with actors in the field were analysed thematically with respect to how to unveil hidden key symbols and cultural valuations of forest machine work, the work environment and how to handle work related risks in forest work. The key symbols that were identified to organise conceptions about forest work and occupational risks connected with it contained information about different attitudes towards how to handle risks and other problems in the work environment. Two main types of conceptions were identified, technologically oriented conceptions and person oriented conceptions. The analysis revealed a fragmented picture of forest work. Yet, the picture was more or less common to the organizational field as a whole. Building on institutional theory and theories of sense making, the study results in a deeper understanding of sense making in relation to work environmental issues by applying an organizational dimension to risk communication in an organizational field.

Purpose: The purpose of this thesis is to investigate Stena Metall’s values and how they are communicated within the organization. Background: In the Fall of 2008, the world was shocked by the worst financial crisis in decades. The crisis had deep effects on the Swedish economy, and many companies suffered heavily. The recycling and environmental service company Stena Metall experienced their first negative result in 30 years, and 900 employees had to leave the company. An action program, including an altered culture was established with the purpose to adapt the operations to the new business environmental conditions. Values, which are a part of the organizational culture, were decided to be an important part of the change. To implement these in the entire organization a well-structured communication process is needed. Within these subjects; values and communication, a qualitative study at Stena Metall has been conducted. Method: To fulfill the purpose, a qualitative method has been used. Thirteen interviews were conducted to collect data from different levels of the organization. The interviews were designed differently based on the employee’s level of responsibility in the organization. The theoretical framework used when analyzing the empirical material includes earlier research in the areas of culture, with emphasis on values, and communication. Conclusion: Two set of values have been identified, core values and aspiration values. The findings indicate a gap in the communicational process at Stena Metall. Part of the new information communicated about Stena Metall´s values is lost on its way from the management to the lower levels in the organization. The perception of what the values mean, both core and aspiration values, differs depending on level in the organization.

This research explored how mission trip volunteers assume various roles throughout their volunteer experience. By seeing the various roles that emerge in mission volunteer work, the identities that they construct based upon these roles are revealed. Discovering the ways in which these roles and constructed identities affect the way that mission trip volunteers could potentially help colleges improve their recruitment messages and distinguish themselves from other institutions. Semi-structured interviews were conducted to obtain data from the participants, and the data were analyzed through a thematic, constant comparative method. Findings revealed the types of stories heard from other mission trip volunteers prior to serving, the impact of those stories on decisions to volunteer, the various identities that emerge while serving on a mission trip, and how mission trip volunteers make sense of their experiences after serving. This study applies several well-known aspects of organizational communication to the context of mission trip volunteers, offering new and interesting data. This study also provides practical implications for mission trip coordinators and individuals who might be interested in being a mission trip volunteer.

Organizational communication research indicates group member participation increases as the legitimate power differences among group members decreases. Lean principles and practices indicate Kaizen Event members will contribute regardless of legitimate power levels, due to member training, education, and the Lean team-oriented culture. Further study is needed to determine if Lean culture and training maximize group member contribution, or if legitimate power levels in Lean environments manipulate participation. The focus of this case study is a central Kentucky Lean manufacturing organization that practiced Lean principles for at least three years and completed a Kaizen Event within twelve months previous to the beginning of the study. The participating organization indicated the legitimate power levels of Kaizen Event members. Kaizen Event members received a voluntary survey consisting of Likert scalescored questions regarding his or her perceptions of level of participation, encouragement and opportunity to participate, comfort in participating, and the degree the group listened to the member. The results of the survey indicated participation in the Kaizen Event groups did not significantly differ among different legitimate power levels.