This paper addresses the communicative relationships between those who make up the Committee of Sub-Basin Salgado, in the region of Cariri, Ceara, in light of both language and information sharing, considering the relationship between the members of the collegiate and the government as well as the status of representation within this group and the community. Open interviews and questionnaires were applied to 50% of the members of the Salgado Basin Comittee, who claim to have no problems with the understanding of scientific language, but consider that the information is retained and not shared. The segment represented by the government appears to be the less representative collegiate and demonstrates interest in having a more effective participation in the âlifeâ of the basin. Once the results were analyzed, recommendations were made to ensure the democratization of knowledge and information, respecting the different levels of education and widening the dialogue with the society. After analysing the results, it is concluded that the access to knowledge and information were mechanisms of empowerment, as well as support for the progress of the group. Nevertheless the college has not yet reached a level where sharing takes place completely through the dialogic communication that is described by the authors of the Communication and Education sciences. For this to happen, some recommendations were made, such as offering open courses to the counselors and to the community using new methods of communication that facilitate the understanding of technical content like graphical computer animation. It was also suggested the production of a radio magazine in order to disseminate, in popular language, scientific concepts in the area of water resources, what would ensure the debate and broaden the dialogue with society. / Este trabalho trata das relaÃÃes comunicativas no Ãmbito do Comità da Sub-Bacia HidrogrÃfica do Salgado-CE, no Cariri, buscando avaliar a comunicaÃÃo como estratÃgia de mobilizaÃÃo do colegiado e suas prÃticas entre os segmentos; os membros e seus representados; o colegiado e o Poder PÃblico; e o colegiado e a comunidade. Observou-se o processo comunicativo sob o ponto de vista da linguagem, da partilha de informaÃÃes, do relacionamento institucional e da construÃÃo de vÃnculos com a sociedade. Foram realizadas entrevistas abertas e aplicados questionÃrios a 50% dos membros do CSBH do Salgado, os quais afirmam nÃo ter problemas com a compreensÃo da linguagem cientÃfica, mas entendem que a informaÃÃo nÃo à partilhada completamente. O segmento do Poder PÃblico aparece como o que tem menor representatividade, e o colegiado demonstra interesse na busca de uma participaÃÃo mais efetiva na vida da bacia hidrogrÃfica. Feita a anÃlise dos resultados, conclui-se que o acesso ao conhecimento e à informaÃÃo foram mecanismos de empoderamento, bem como suportes, para os avanÃos do grupo, porÃm o colegiado ainda nÃo atingiu um nÃvel no qual a partilha se realize completamente atravÃs da comunicaÃÃo dialÃgica descrita pelos autores das ciÃncias da ComunicaÃÃo e da EducaÃÃo. Para que tal aconteÃa, foram colocadas recomendaÃÃes, como a oferta de cursos abertos aos conselheiros e à comunidade, utilizando-se de novas metodologias de comunicaÃÃo, que facilitem a compreensÃo do conteÃdo tÃcnico, tal como a animaÃÃo grÃfica por computaÃÃo, e permitindo o acesso semipresencial e/ou à distÃncia. Foi sugerida, ainda, a produÃÃo de uma revista radiofÃnica para difusÃo, em linguagem acessÃvel, de conceitos cientÃficos na Ãrea de recursos hÃdricos, com a intenÃÃo de abrir um debate sobre o assunto e ampliar o diÃlogo com a sociedade.

Grunig (1992:114) states that internal communication is so entwined with the process of organising and with organisational structure, environment, power and culture that many theorists of organisational communication argue that organisations would not exist without communication. Grunig (1992) goes further by saying that internal communication is the catalyst if not the key to organisational excellence and effectiveness. In this study an attempt was made to illustrate the link between the internal corporate communication programme of an organisation’s Chief Executive Officer and the commitment levels towards the same organisation of middle management employees. The Absa Group is used as a case study for the purposes of this dissertation. The problem that prompted this research has, therefore, been formulated as: Does the internal corporate communication programme of the Group Chief Executive of the Absa Group have any significance for the commitment levels of selected middle management employees in Gauteng towards the organisation? Theoretical statements were based on the theoretical orientation of the open systems theory from a subjectivist approach, the importance of internal corporate communication and the relationship between leadership and internal corporate communication and were formulated as: · From a systems theory perspective, organisations must exchange (import-transformexport) “energy” (products, information and materials) with their environments in order to survive (Dahnke & Clatterbuck, 1990:162). · Internal communication is the catalyst if not the key to organisational excellence and effectiveness (Grunig, 1992:114). · Effective leadership communication leads to employee commitment (Mayfield & Mayfield, 2002:89). The dissertation concludes with the postulation that there is a significant link between the internal corporate communication strategy and approach of the Absa Group Chief Executive and the commitment levels towards the organisation of selected middle management employees. / Prof. Gideon de Wet

D.Ed.

M.A. / As a result of political, socio-demographical and economic pressures, South African organisations are constantly pressured to move towards a non-racial, democratic and fully representative environment. Companies are currently embarking on programs for the development and employment of previously discriminated against groups, in order to assimilate them into the current organisational culture. Given the pressing demands for human resource development, the results of affirmative action and the process of assimilation are still perceived as unsatisfactory and the management of diversity in South Africa is viewed with growing interest. Literature regarding the management of diversity exists primarily of American journals and case-studies. To date, there are few South African initiated publications on this subject. The management of diversity interventions, guidelines and principles was systematically studied to establish a theoretical framework for the development of a strategic approach in which communication development is seen as a central aspect. A lack of a coherent strategic visioning in the approach towards the management of diversity as well as a need for a planned, structured and developed communication strategy has been identified. In the absence of a coherent strategic vision on the management of diversity, a framework for the development of such a strategy, was developed to serve as guideline. The need for and guidelines for the development of a communication development strategy was identified to facilitate the process.

D.Litt. et Phil. / The purpose of this study was to determine on a theoretical level what the role of communication climate in the formation of perceptions of organizational climate of the formal organization is. To achieve this purpose, existing conceptual and methodological issues surrounding the climate construct had to be alleviated. This was achieved through the operational definition of the construct within the framework of an organizational model, whereby a nomological net could be established for the construct. A theoretical framework within which the operational definition of the construct could be undertaken, was constructed through a systematic synthesis of available literature. Through structural functional analysis of existing systems theoretical approaches to the study of organization systems, a social systems model of organizational functioning was constructed. within this explicit theoretical framework the construct organizational climate, as well as the construct communication climate was operationally defined according to the role each plays in terms of the organization's functioning. By representing these constructs in relation to each other within the framework of an organizational model, a theoretical link between these two constructs could be specified. It was indicated that the determinants of organizational climate are the organizational processes which link organizational structures to functions. It was determined that the organizational climate construct consists of two sub constructs, i.e. communication climate and transformation climate. It was also noted that both these constructs are related to communication constructs, and thus the climate they generate is related to a climate for communication. The conclusion was 'thus made that organizational climate is a communication construct, which is indicative of the climate for organizational functioning which is provided by communication. It was also shown that the relationship by which the constructs communication climate and transformation climate determine organizational .climate cannot be specified in a general way. The reason for this is that the specific processes emphasized by the organization in its functioning will determine the relationship between these two constructs in the formation of the organizational climate of the formal organization. Finally, the methodological implications of this theoretical viewpoint were discussed.

South Africa has in the last 13 years experienced rapid changes in various spheres including the political, social and economic spheres. These changes constantly pose a challenge to the status quo and more so, in the socio-economic arena. This implies that, in business, the impact of utilising all the available resources, in particular the human resources efficiently, has to be constantly reviewed in line with these changes. Women as part of the previously marginalised human resource are increasingly raising questions about their roles and their participation in the economy of the country. Various organisations such as the Commission on Gender Equality, Gender Links, Business Women’s Association and many other state agencies are creating opportunities that allow women to debate and express women’s issues and concerns constructively. These issues and concerns range broadly from matters on health, safety, education, employment and so on, to specific issues that affect particular sectors, in this instance, issues affecting women in the corporate communication environment. In this study the manner in which women in the filed of corporate communication perceive their roles is examined. A qualitative strategy is used to explore the perceptions of all the selected participants who practise corporate communication in various industries, in the Greater Johannesburg area. The criteria and method of selecting the sample is clarified in the research methodology section. Existing literature about the field of corporate communication and about the roles of women in the workplace is reviewed to obtain understanding of the current scenario. The theories of feminism are also studied carefully in order to gain in-depth understanding about the relevant theoretical framework. The outcome of this study will be utilised to advance debates and dialogues about the status and role of women not only in the corporate communication environment, but also in the socio-political and socio-economic spheres. / Dr. Ilse Niemann-Struweg

The statement that the stable and developed world known to us no longer exists seems to be particularly relevant to the way in which organisations conduct their business and reposition themselves in the communication age. Organisations, as the context within which public relations functions, are threatened by increased competition and changes in key elements of market relationships as a result of global information technology developments and the mobility of organisations and people. The emergence of new information technology has lead to fundamental shifts in the relationships between corporations, individuals and society. An historical overview of the developing stages of public relations in terms of the dominant business approach and dominant public relations approach points to a definite relation to and subsequent influence of changing business paradigms in the practice of public relations. How business perceives communication is believed to impact significantly on the public relations philosophy, the public relations model and the definition of public relations. The fact that public relations has been a part of organisational life which, in turn, forms part of a larger environmental system explains this interdependency/relationship between dominant business approaches and dominant public relations approaches. The emergence of a new model of business is typical of the changes in the business environment and the impact on the context of public relations. Although public relations has evolved from one-way imbalanced communication to two-way balanced communication and professional recognition, it is evident that the paradigm shift in the business environment demands yet another paradigm shift in public relations. Increased interactivity and the need for customised communication form the heart of this paradigm shift and a new approach to public relations, namely an integrated communication approach, has been proposed as a solution to these demands posed by the changing face of business. Such an integrated approach has as its main focus the integration of all the activities of the organisation. It is maintained that this trend towards integration calls for consistency of communication activities of the organisation and co-ordination of its communication strategies. It is evident that the technology already in use by marketing for relationship management can be applied successfully in public relations. New technology impacts firstly on the practice and profession of public relations at a strategic level in aspects such as disintermediation, democratisation of communication access, levelling of organisational structures and the need for customised communication (personalised communication), and secondly on the application opportunities at technical level. Although various business applications of available technologies are applied in various disciplines and at different levels in the organisation, the value for public relations lies in the application of these technologies for the facilitation of communication with key constituents. The ultimate objective is building and maintaining beneficial relationships, and support given to business processes. The organisation will, among other things, require the public relations practitioner to be aware of new communication media and technology and to use it. This points to a new role for public relations in terms of the adaptability of this profession to changes in the new media environment and shifts in economic, social and business paradigms and it is maintained that the future of public relations depends on the acceptance of this role. This study followed a qualitative approach. The first step was a detailed literature study resulting in a number of postulates which were tested by means of an empirical investigation. The focus of this study falls on the investigation into factors driving the new paradigm shift in business, as context within which public relations functions, and the subsequent impact on the practice of public relations. It has provided new insights into technology usage in South Africa and the changes technology has brought about in this profession. / Prof. Sonja Verwey

The aim of this thesis is to analyze the internal communication at Raiffeisenbank a.s., identify strengths and weaknesses and suggest measures to streamline the communication process between the target groups of internal communication. Theoretical bases are prepared using available literature and Internet resources devoted to internal communication. The practical part is to evaluate the results of the survey made among the selected employees of the bank.

No description available.

The transitional period of attending college marks a shift towards personal independence for students. The management of conversational topics requires students to determine how they share information. Management of mental health information is a critical topic that cannot be overlooked during these re-negotiation periods. The goal of this study was to examine how the five privacy rule development criteria (culture, context, motivation, risk/benefit gender) of Communication Privacy Management Theory predict a college student’s likelihood to reveal a mental health problem to their instructor. Using multiple regression, bivariate linear regression, and factorial ANOVA, this study revealed that the CPM rule development criteria variables (culture, context, motivation, and gender) are predictors of college students disclosing a mental health problem to their instructors. Findings suggest that predictors of privacy management center on communication and relational factors between students and instructors as well as perceptions of an open conversation-oriented classroom culture, and gender.