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Larsson, Tatiana. "Communication in Organizational Change : Case of a public organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96613.
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Communication is usually seen as a tool for success with organizational change. What makes communication so important is that it lays the foundation for the understanding and perception of the organization and the process of change. This study is about communication between the manager and the employee at times of change. The purpose of this study is not primarily to streamline communication in organizational change, but first and foremost to understand how communication works, what perceptions and reactions create communication between both the manager and the employee. The most important lessons come from six people: three managers and three employees' experiences and perceptions of communication in organizational change in a public organization. In this study, I explore how managers and employees perceive organizational change, what roles they have in change itself, how their communication works. Here I also discuss what it means to lead change for a manager and to follow the leader for an employee. The results of this study show that there are uncertainties in communication and the desire to improve it. Thanks to this study, it is possible to understand how a lack of communication affects the employee in organizational change, while good communication creates the conditions for successful organizational change.
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Foster, Allison. "A Communication Plan for Organizational Effectiveness in a Youth Development Organization." Scholarly Commons, 2018. https://scholarlycommons.pacific.edu/uop_etds/3116.
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This project addresses communication issues within a youth development organization, Northern California DeMolay, which endures an annual change in youth leadership. This paper relies on the foundation of research within the field of youth development organizations and incorporates public relations strategies to provide specialized help for the organization. The outcome of this project is a communication plan for Northern California DeMolay developed through research, strategies, and the strategic plan for the organization. The balance of power between youth and adult leadership highlighted in youth development organization research is manifested in the communication plan through the division of responsibility between youth and adult leadership
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Smith, Amber Rose. "Communication Strategies Used During Organizational Change in a Health Care Organization." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4561.
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More than 4.9 million businesses exist in the United States, and leaders within these businesses have to acclimate to change. Clear and effective communication is vital to the success of an organization. According to scholars and health care leaders focusing on strategies to communicate change during organizational change is a critical aspect of sustainability and profitability. The conceptual framework of this study was communication theory. The purpose of this single case study was to explore successful strategies that some health care leaders used to communicate during organizational change in a health care organization in El Paso, Texas. The data collection process consisted of collecting data from semistructured interviews and organizational documents, and the analysis process included grouping key words and reconstructing data into themes. The 4 key themes that emerged from this process included building trust through organizational communication is critical during change, the use of technologies, as a tool for communication is key during change, 2-way communication needs to occur during organizational change, and communication about change is vital through comprehensive organizational meetings. Health care leaders provided insights on management and communication strategies and responsibilities leaders and employees go through during organizational change. The implications for positive social change include strategies to improve communication that could help health care leaders with their employees and their patients during organizational change, which could increase the profitability of the organization and potentially generate a more thriving and healthy community.
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Fonseca, Rivera Cherisse. "Public Perceptions of Organizational Culture and Organization-Public Relationships." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3105.
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Almost 30 years ago, public relations scholars began to process the idea that the concept of culture was important to public relations practices. In particular, scholars questioned what influence culture might have on the communication process and relationship building between organizations and their stakeholders. Yet, today culture is still an understudied concept in the public relations literature. The purpose of this study is to analyze how of organizational culture, as defined by Sriramesh, J. E. Grunig, and Dozier (1996), is significant to the relationship outcomes in public relations. The theoretical framework for this study consists of organizational culture theory and organization-public relationship theory. A quantitative survey was used to measure an external public's perceptions of organizational culture and organizational-public relationships within an academic department. The research measures of authoritarian/participative culture to determine how it is related to the dimensions of organizational-public relationships, including control mutuality, trust, satisfaction, commitment, communal relationships, and exchange relationships. The results suggest how an organization can utilize perceptions of organizational culture and relationship management from external publics to develop and implement effective communication strategies.
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Lahti, Michele Lynn. "The effects of media richness on communication competency ratings in an organization." Scholarly Commons, 1998. https://scholarlycommons.pacific.edu/uop_etds/512.
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This study investigated how a medium's richness, the type of organizational communication message, and organizational level of the respondent affected two dimensions of communication competence: appropriateness and effectiveness. In total, 93 employees of a single organization responded to a three-part questionnaire that posed episode specific questions assessing the competence that they would attribute to the use of each of five media in each of the three episodes. Research questions addressed the effects of the richness of five media (face-to-face; voice mail; electronic mail; written memo; and typed document) on communication effectiveness and appropriateness ratings when episodes involving production-, innovation-, and maintenance-type organizational functions were considered. Also considered as an independent variable was respondent occupation level (physical, clerical, managerial) to determine if ratings of communication competency change given the organizational level of the respondent. A 3 x 3 x 5 factorial analysis of variance (AN OVA) was employed to analyze the effect of the three independent variables on perceived communication effectiveness and appropriateness. Results showed that the effect of type of medium on perceived communication effectiveness and communication appropriateness of a message depended on the nature of the situation in which the medium was used and that the effect of organizational level on perceived communication competence depended on the type of medium used. Organizational level alone did not have an effect on perceived effectiveness and appropriateness, nor did the interaction of organizational level and type of message affect communication competency ratings. Strong support was found for the role of face-to-face communication as the most effective and appropriate medium for organizational communication regardless of the situation.
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Hope, Michael. "The Emergence of Organization Through Communication." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3248/.
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Taylor, Cooren, Giroux, and Robichaud (1996) theorize that an organization is created entirely through the interpretations of its members and it evolves as those conversations change. Demonstrating the Taylor et al. theory, the current study focuses on the outcomes of management vision and strategic planning sessions in a division of a large Southwestern University. It explores the ways organization emerges through the discourse of the managers, how text is amplified to support the organization as a whole, the ways organization continues to emerge in communication, and in what ways the emergent view of organization exists throughout the division. The results of the study support the Taylor et al. theory. Management participants created an expanded view of the organization through discourse and then linked it to the university as a whole. Evidence was found supporting continued reformulation but it was limited to the management participants and did not include hourly employees.
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Teboul, Jean-Claude Bruno. "Scripting the Organization: Coping with and Learning from Uncertainty During Organizational Encounter." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1381753436.
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Berube, D. Steven. "Assessing differences in data and information makeup at two different organizational levels using two managerial jobs." Thesis, This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-03032009-040410/.
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Lovgren, Laurie J. "Communication training in the organization : an overview." Thesis, Kansas State University, 1985. http://hdl.handle.net/2097/9863.
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Křetínská, Tereza. "Leadership Communication Role within International Business Organization." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193179.
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The thesis focuses on the role of leadership communication within a multinational business organization. It aims to confirm the critical importance of communication provided by leaders to their team members. The literature review will focus on the existing communication flows within organizations and the current research results and insights in the field of leadership communication, which is a new, emerging domain of study. Thanks to recent quantitative research (Men, 2014b), it has been already confirmed that leadership communication has a direct effect on employee-organization relationships and overall internal communication. However, qualitative research has been suggested for validation of how the discovered model works in concrete environments (Men, 2014b). Thus, the research section will reveal the findings of in-depth semi-structured interview analysis within a global internal IT services provider which is part of a Group enterprise operating in the logistics industry world-wide. The thesis will culminate in defining logical reasoning for adding communication skills to the company's core competencies for organizational managers and leaders.
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Sackey, Esther Ewurafuah. "Strengthening Organizational Performance through Integration of Systems Leadership, Participatory Communication, and Dynamic Capabilities." Antioch University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1630883134200904.
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Thickett, Susan Black. "A qualitative analysis of the role of communication in a dispersed organization /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
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Georgiadis, Elliot Erin. "ORGANIZATIONAL CULTURE THEORY AND FRATERNAL ORGANIZATIONS: APPLYING MEASURES OF ORGANIZATIONAL CULTURE THEORY TO THE SORORITY CONTEXT." University of Akron / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=akron1566227238796242.
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Yost, Sarah Kathleen. "Multi-generational perceptions of supervisor leadership, communication, and employee performance." Thesis, University of Phoenix, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3648732.
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<p> The quantitative, descriptive study examined workplace communication breakdowns by evaluating generational perceptions of supervisor leadership, communication and employee performance. Participants included members of the Baby Boomer generation, Generation X, and Millenials. Respondents completed an online survey that contained the Supervisor Leadership Communication Inventory. Additionally, respondents answered an open-ended question that asked about a supervisor’s role in facilitating intergenerational communication. Data analysis indicated no significant differences among generational perceptions of supervisor leadership, communication or employee performance. Themes that emerged from responses to the open-ended question aligned with SLCI themes, including leadership, communication and teamwork. Limitations to the study included a lack of participation by members of the Silent Generation, possible misinterpretation of the survey questions and limiting the participants to only those who were employed full-time. Respondents indicated effective leadership was based upon treating employees as individuals and not based upon generational cohort. Recommendations included further research to determine the occurrence of workplace communication breakdowns based upon generational differences. </p><p> <i>Keywords:</i> generation, communication, leadership, teamwork. </p>
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Branton, Scott E. II. "Between Words and Deeds: Diverse Voices and the Communicative Constitution of Diversity." TopSCHOLAR®, 2017. http://digitalcommons.wku.edu/theses/2021.
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While diversity is widely discussed throughout management literature, the impact of diversity management on diverse organizational members remains exceedingly sparse. Furthermore, the present case study uses a communication centered approach to address how diverse faculty member’s organizational experiences with diversity align with an academic institution’s publicly stated values of diversity. Through a critical interpretive lens, 15 semi-structured, in-depth interviews of diverse faculty members were conducted at a medium sized, Southern university (“Southern U”). Findings suggested that contradictions were heavily embedded into Southern U’s diversity communication resulting in a host of paradoxical tensions for diverse faculty members. This study explored the communicative constitution of organizations and how organizations constrain and enable diversity through communicative enactment.
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Sundström, Jenny. "Bärande eller bristande? : - en studie av Bällstabergsskolans kommunikationssystem -." Thesis, Uppsala University, Department of Information Science, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-6046.
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<p>Abstract</p><p>Purpose/Aim: The aim of this essay is to map out how the communication is organized at the Bällstabergs School in Vallentuna. The purpose with the essay is to illuminate the pros and cons with their system so that a communicationstrategy could be worked out from the basis of the results. The aim is devided into three different questions at issue: What does the organizational structure look like and how does it concide with the communication? What does the present communicative work look like? Which communicative needs can be identified?</p><p>Method: The methodology contains two parts. The first part is an analysis of the present organization. The analysis could be used to map out the communication in an organization convex and see how it coincide with the organizational structure. The material comes from the webpage of the Bällstaberg school, different documents, the schools communication plan and from conversations. To complete the analysis there are interviewes that show the present communicative work and identifyable needs.</p><p>Main results: The structure of the communication is formal and coincides with the structure of the organization. The information goes from the principal to the managementgroup and then through the supervisor to the workgroups. The intranet is mentioned in the communication plan as a channel but hasen´t been applied more than usage of e-mail. The results show that the persons interviewed are pleased with the formal communication system, but point out minor shortages and problems. The system takes time and can not handle information that must reach members quickly. The interviewed persons inquire about an alternative channel that gives a general view and is accessible. The meetings play an essental part in the communicative work but there is a wish for formality and a more distinct structure in these. The management plays a great role and wishes for a more developed cooperation between each other to be able to make their work easier. The intranet is used limited where the only function that is used is the e-mail. All together is a need of a communication plan that works as direction in the communicative work.</p><p>Keywords: communication, organization, organizational communication,research traditions, internal communication, formal and informal systems, qualitative interviews, formal systems</p>
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Herrmann, Andrew F. "It’s the Organization, not the Zombies: A Critical Organizational Interrrogation of Cabin in the Woods." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/809.
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Recent media scholars have taken, as their focus, relationships between qualitative research methods and examinations of contemporary media texts (e.g., Fox, 2013; Manning, Dunn, & Stern, 2012; Meyer, 2012). The purpose of this panel is to further examine these relationships. Participants will demonstrate how a qualitative research method (e.g., ethnography, autoethnography, narrative analysis, textual or discourse analysis, audience studies) can be used to study contemporary television and film texts (e.g. Coronation Street, Here Comes Honey Boo Boo, Orange is the New Black, Mad Men, Cabin in the Woods, The Butler). Participants will first discuss their particular method and then provide an exemplar of that method as they examine their chosen media text(s). To assist with the audience discussion of these methods and texts, participants will also include a brief clip/excerpt of their chosen texts.
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Nazir, Qamar, and Khurram Shahzad. "Training Communication and Self Organization in a Team Training Environment." Thesis, Linköping University, Department of Computer and Information Science, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-52439.
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<p>C3Fire is a micro-world that provides the simulation system, which is use to improve team management skills in fully controlled enviroment. C3Fire system can be used in research process where researcher can select some characteristics of the real world and create the well controlled simulation system. Training is used for developing skills to tackle with emergency situation. The purpose of our thesis is to develop and test, Communiacation and Self Organization cofigurations in a team training environment. Success of dealing with emergency management situation mostly depends on these training factors. In the first step we had studied different theories and research work relevant to Communication and Self Organization. In second step we studied the structure of the C3Fire then we developed different configurations based on communication and self-organization. In third step we test these training session with the real world participants. Finally we analyze the behavior of the participants while playing the game.</p>
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Rossato, Jean Felipe. "Comunicação organizacional : a dimensão da “organização falada” e as implicações na gestão hoteleira." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/115199.
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Com o uso das tecnologias digitais da comunicação e da informação (TDCIs), os sujeitos, em perspectiva comunicacional, além de terem acesso a diversas informações, também podem ser produtores de conteúdos sobre o mundo. Assim, nesses ambientes digitais, os públicos tendem, cada vez mais, a ofertar e transacionar sentidos sobre as organizações (seus processos, produtos e serviços), podendo interferir, inclusive, nos seus relacionamentos e processos gerenciais. Nessa direção, este estudo tem como objetivo compreender como os sentidos ofertados na dimensão da “organização falada” (BALDISSERA, 2009b), particularmente na internet, interferem nos processos de gestão hoteleira. Para isso, além de estar epistemicamente fundamentado no interacionismo simbólico (MEAD, 1972), este estudo também aciona aportes teóricos sobre características do contexto contemporâneo – a partir de autores como Maffesoli (2012) e Castells (2009a) – que interferem na relação organização-públicos. Na mesma perspectiva, disserta-se sobre comunicação organizacional (BALDISSERA, 2009a), gestão organizacional (GAULEJAC, 2006) e gestão hoteleira (ABREU, 2003), noções basilares para esta investigação. A pesquisa empírica, por sua vez, compreendeu a realização de quinze entrevistas em profundidade com gestores hoteleiros de três munícipios da Microrregião das Hortênsias (Gramado, Canela e Nova Petrópolis), na Serra Gaúcha/RS. A análise dos relatos, pelo procedimento da Análise de Conteúdo (BARDIN, 2009) e à luz dos fundamentos epistêmico-teóricos, evidenciou que as avaliações e opiniões dos hóspedes sobre hotéis, publicadas na internet - âmbito da “organização falada” -, exigem monitoramento e demandam investimentos em comunicação e gestão, tais como: redimensionamento dos processos de comunicação e alterações nas práticas de gestão, com mudanças nos processos decisórios, nas políticas de atendimento e nos planos de investimento.<br>With the use of information and communication digital technologies (ICDT), the subjects in communication perspective have access not only to a variety of information, but also they can be content producers about the world. Thus, in these digital environments, the public tends more and more to offer and transact senses regarding organizations (their processes, products and services), which may interfere even in their relationships and management processes. In this sense, this study aims to understand how the senses offered in the dimension of "spoken organization" (BALDISSERA, 2009b), particularly on the internet, interfere in hotel management processes. Therefore, besides being epistemically grounded in symbolic interactionism (MEAD, 1972), this study also discusses theoretical studies on characteristics of the contemporary context - from authors like Maffesoli (2012) and Castells (2009a) - that interfere with the organization-public relationship. Within this perspective, organizational communication (BALDISSERA, 2009a), organizational management (GAULEJAC, 2006), and hotel management (ABREU, 2003) are discussed, considered basic notions for this investigation. The empirical research, in turn, involved fifteen interviews with hoteliers from three cities of the microregion Hortênsias (Gramado, Canela and Nova Petrópolis), in Serra Gaúcha/RS (Gaucho Highlands/RS). The reports analysis, through the procedure of Content Analysis (BARDIN, 2009) and in the light of epistemic-theoretical foundations, showed that guests’ evaluations and opinions on hotels published on the Internet – considering the "spoken organization" – require monitoring and investments in communication and management such as: resizing of communication processes and changes in management practices with changes in decision-making processes, service policies, and investment plans.
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Cassone, Marco. "Characteristics of transformative listening enacted by organization development practitioners." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1571597.
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<p> This study examined the listening behaviors of organization development (OD) practitioners that result in client transformation. Interviews conducted with eleven OD consultants with extensive experience in executive coaching pointed to engaged, focused attention as a core characteristic of their listening. OD practitioners regularly use three primary listening approaches (active, empathetic, and expansive listening) to drive insight and help clients transform their perspectives. Practitioners subsequently use two secondary listening approaches (critical and reductive listening) to anchor insight into action and help clients transform their behavior. Transformative listening describes the repeating process of inquiry that blends primary and secondary listening approaches and tends to transform client perspectives and behavior. Conversely, transactional listening describes a listening approach appropriate for the negotiation and execution of agreements in the transaction of routine business. Self-awareness and use of self foster sensitivity to client needs and practitioner agility in blending the listening approaches used in transformative listening. </p>
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Harmon, Derek J. "The structure of strategic communication| Theory, measurement, and effects." Thesis, University of Southern California, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10243673.
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<p> This dissertation advances a novel approach that I refer to as the structure of strategic communication. Leveraging theory on how people naturally structure their arguments, this approach contends that organizational actors deploy arguments to influence others at two structurally distinct levels—<i> within</i> the rules of the game or <i>about</i> the rules of the game. This dissertation’s primary claim is that talking more about the rules of the game, which exposes the assumptions underlying our social institutions to direct examination, may have profound implications. I build evidence for this claim in two ways. First, I develop a new measurement called the <i>argument structure ratio</i> (<i>ASR</i>) that conceptually and empirically captures how explicit a speaker makes these assumptions in their communication. I outline a three-step methodology for measuring the ASR of any collection of written texts. Second, I theorize and empirically demonstrate how the ASR impacts an audience’s reaction. Using all public speeches made by the Chairperson of the United States Federal Reserve from 1998 to 2014, I show that the more they expose the assumptions underlying the Federal Reserve System, the more their speeches produce market uncertainty. I argue that these findings fundamentally change how we think about the role of strategic communication in market contexts. More generally, this work provides a new way to conceptualize and study strategic communication that extends well beyond financial markets to a variety of different organizational contexts and across multiple levels of analysis. Taken together, this dissertation provides a theoretical and methodological foundation upon which to conduct research on the structure of strategic communication.</p><p>
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Chadwick, Gregory Andrew. "Communication centric, multi-core, fine-grained processor architecture." Thesis, University of Cambridge, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.607988.
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Kim, Hyo Sook. "Organizational structure and internal communication as antecedents of employee-organization relationships in the context of organizational justice a multilevel analysis /." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2734.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2005.<br>Thesis research directed by: Communication. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Gesualdi, Maxine. "Extending Organizational Role Theory to Understand Shared Resources and Role Encroachment in Organizations." Diss., Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/459103.
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Media & Communication<br>Ph.D.<br>This dissertation follows in the tradition of role theory and organizational scholarship by examining how one role can be taken over by another, which can be referred to as encroachment. Previous organizational role research has not explored fully encroachment and its effects. Therefore, this study investigated factors that lead to role encroachment, especially the sharing of internal resources, and how individuals cope with the effects of encroachment. To conduct the study, focus groups of marketing and public relations departments were analyzed to explain how roles are enacted within their practical context. The goals of this dissertation were to (a) investigate how shared resources affect role boundaries and role enactment that can lead to encroachment, (b) explain the concept of encroachment and how it affects role enactment, and (c) investigate the conflict between public relations and marketing that can lead to encroachment in the age of social media. The study found themes related to: (a) definitions of encroachment, (b) factors facilitating encroachment, (c) factors affecting the intensity of encroachment, (d) shared resources and their effects on encroachment, (e) implications of encroachment to the individual, department, and organization, and (f) ways people deal with encroachment. First, encroachment was defined in three ways: the overtaking of tasks, or receiving unwanted strategic guidance, or interference of organizational processes. Second, the study found that role ambiguity and the communication of and adherence to cultural norms invite or prevent encroachment. Third, role ambiguity and organizational culture were found to be the dominant factors that affect the intensity of encroachment. Fourth, the study found that tangible macro resources, like organizational culture and structure, and practical resources, such as information and skill sets, facilitate encroachment. Fifth, findings indicated that implications of encroachment include stress, frustration, and confusion at the individual level; an us versus them mentality and role conflict at the departmental level; and broken relationships with external partners, lack of organizational nimbleness, and wasted time and money at the organizational level. Lastly, the study found that people deal with encroachment by providing and receiving emotional and informational social support, and by accumulating and spending social capital through relationship building within the organization. Theoretical implications of this research indicate that role conflict, role ambiguity, and boundary spanning role theory relate to encroachment. In addition, previous theory focused on external resource use by organizations can be expanded to evaluate the internal use of resources. Theory from interpersonal communication, such as social exchange theory, social support, and social capital, relate to how people facing encroachment cope with their roles being infringed upon. Practical implications of this dissertation include recommendations for organizations including increased communication of role boundaries and evaluations of restrictive cultural norms. The findings from this study provide an understanding of encroachment and indicate directions for further development of theory about encroachment and role enactment.<br>Temple University--Theses
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Song, Elodie Sung-Eun. "Transnational Organizations' Cultural Shift Through Transcultural Communication Generated by E-learning via the Global Learning Organization (GLO) Model." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/35385.
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Dynamic networking is a key factor for successful transnational organizations. The transcultural shift is a critical process that can enable cultural hybridization so as to inspire consensual identity and learning aptitude amongst worldwide members. The Global Learning Organization (GLO) model is re-conceptualized to bring about this cultural shift. E-learning seems an appropriate tool to generate effective transcultural communication for both culture and learning perspectives under the GLO model. A qualitative case study using document analysis and interviews is conducted to understand how transcultural communication is generated via e-learning under the GLO model in two fields. Findings reveal that firstly, trust is a core element in generating transcultural communication and the combination of face to face and e-learning can enable trust to be activated and developed. Secondly, the way to build trust varies depending on task characteristics: the detail-oriented tasks require more intense face to face communication than the concept-focused tasks. This study illustrates that design of various mixed learning pattern with strategies to build trust through the affective dimension will be key for the successful GLO.
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Lesch, Anthea M. "The experience of multi-cultural communication within a South African organization." Thesis, Rhodes University, 2000. http://hdl.handle.net/10962/d1002517.
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This research study was conducted in an attempt to explore the experience of multicultural communication within a South African organization. To this end employees, representing both Black and White culture, within a South African organization in the throes of transformation, were accessed. A model of managing diversity, focussing on the personal, interpersonal and organizational levels, was utilized in an attempt to uncover the nature of the experience of multi-cultural communication within Company X. A qualitative research design, and more specifically the case study method was employed in this study. Consistent with the case study approach a number of data sources were accessed. The primary data source consisted of a 3-stage interview process. Other data sources included documentary sources and company publications. By accessing multiple data sources, the researcher attempted to gain a holistic understanding of the experience of multi-cultural communication. It was found that the societal context of our post-Apartheid society exercises a profound influence on multi-cultural communication. Under Apartheid cultural separation was promoted. Diverse peoples thus have little common basis for interaction and view each other with skepticism and distrust. This exercises an effect on the personal and organizational levels of the managing diversity model. Influences at the personal level relate to the cultural paradigms of the individuals which provide the rules governing interactions and affect judgements of acceptable and unacceptable behaviours. Issues at the organizational level relate to its structures and policies which are still based on the “white is right ideology”. These issues, in turn, affect the interpersonal level of managing diversity, i.e., where the interactions occur, causing “communication short circuits” within the process of multi-cultural communication. In order to deal with failed multi-cultural communication, the individuals have developed a number of coping strategies. The results of the study indicate that both the organization and its employees share a responsibility for creating an environment that will facilitate effective multi-cultural communication.
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Wojno, Abbey E. "Voluntary Vulnerabilities: Relationships and Risk in a Volunteer-based Organization." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1311965999.
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Yahuza, Jibril. "Communication in the Healthcare Organization: The Perceived use of Rhetoric among Healthcare Professionals." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32404.
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The study of communication was born with the study of rhetoric, and scholars have been examining the creation and reception of messages for thousands of years. However, the term rhetoric often has negative connotations, as we hear people label some statement as “just rhetoric” or we hear them say, “The action doesn't match the rhetoric.” However, rhetoric is a style of communication that takes into account the effective use of both verbal and non-verbal languages, and it is one of the main ingredients in the day to day communication in organizations, healthcare organizations being no exception. It is virtually impossible to communicate without the use of rhetoric. This study focused on healthcare organizations because the delivery of healthcare is built on communication, and there is more to understand about the usage of language and organizational rhetoric in healthcare organizations. To these effects, the study examined communication in healthcare organizations and the perceived use of rhetoric among healthcare professionals; it explored how healthcare professionals perceive communication with their audiences, how the use of rhetoric, as perceived by healthcare professionals, affects communication in healthcare organizations and the contribution of rhetoric, as perceived by healthcare professionals, in motivating healthcare audience in healthcare organizations. The five canons of rhetoric were employed as a theoretical framework, and semi-structured interviews were used as tools for data collection. While contributing to existing literature on health and organizational communication, this study will also contribute in providing both government and private organizations insights into the use of rhetoric in professional communication with the hope of enhancing the quality of communication in the workplace.
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Carrasco, Megan M. Carrasco. "THE IDEAL MILLENNIAL WORKING WOMAN:A THEMATIC ANALYSIS OF HOW PROFESSIONAL IDENTITY, IMAGE, AND CAREER ARE CONSTRUCTED ONLINE." Kent State University Honors College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1462800639.
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Rintala, Maja. "Democratic participation on digital conditions : communication challenges and opportunities for collective action organizations." Thesis, Umeå universitet, Institutionen för kultur- och medievetenskaper, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185462.
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This thesis examines how communication technology is used for creating a democratic and committed participation within collective action organizations (CAOs). This is achieved by illuminating how organizations' structure and culture relate to their communication. It’s done by in-depth interviews with network-based movements and association-based organizations, and analyses of their digital newsletters. The analysis is based on affordance-driven theory, capturing the interaction between organizations and their digital platforms. The focus lies on how internal democracy and collective action are afforded or constrained to some degrees. Degrees of deliberation for creating common ground and active participation are made visible by using the concept of communicative action. Theories within social movement studies, such as collective action, broaden the understanding of how the perception of digital tools shapes and is shaped by their structure and culture. The results show that the usage and coordination of communication channels is essential for the practice of internal democracy in everyday work, beyond annual meetings and board meetings. Independent chat-based platforms enable an increased control of conversations, cooperation and coordination, while information overload and effective decision- making processes can hinder democratic participation. Commercial social media platforms such as Facebook enables new flows of engagement and connectivity but constrains coordination and control of the framing process within Facebook groups. Additionally, unpredictable algorithms and advertising policy on Facebook makes it difficult to reach out. Overall, the study suggests a broadened view of communication, where communication and usage of digital media should not be considered as instrumental entities. Rather, it is strongly related to how channels are being coordinated, how organizations are organized and the view of participation. Formal structures can both hinder and enable increased communicative action that contributes to democratic participation.
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Nitsche, Lena. "Development 2.0? Participation and ICTs in a network organization." Thesis, Uppsala universitet, Institutionen för informatik och media, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226029.
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Participatory communication through Information and Communication Technologies (ICTs) has been identified to enhance self-dependency and equality for local communities in development projects. As well, ICTs served as an accelerator for citizen participation in social movements, such as in Egypt. However, it is still questionable how participation and ICTs are understood on a global scale where structural inequalities between developing and developed countries might influence communication processes. Similarly, international organizations often address a global network of stakeholders with various economic and social backgrounds. However, it is unclear how participatory communication and ICTs are used in global organizations aiming to foster sustainable development. Hence, this thesis investigates the understanding and practices of participatory communication and the role of ICTs in a global network organization, the Global Water Partnership (GWP) based in Stockholm. The GWPs network consists of 2964 institutional partners in 172 countries worldwide. It can be seen that the GWP aims to achieve dialogic communication with local partners, but that they do not have a mechanism that ensures continuous participation in all working processes, although the local partners demand more possibilities to contribute and participate. As well, ICTs play a minor role in addressing the GWP network. In fact, most of the partner organizations do not have reliable internet access and insufficient English literacy, which makes communication through ICTs especially challenging.This suggests that globally operating organizations should be careful not to reproduce existing power relationship between developed and developing countries through the use of ICTs. As well, more mechanisms need to be established which ensure more participation in organization’s processes.
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Alajmi, Nasser, and Malika Kalitay. "Leadership Development in International Student Organization : Case Study on Erasmus Student Organization (Sweden)." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84919.
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The research on the topic of leadership has long been the area of interest for scholars for many decades. Despite the extensive amount of literature available there is still a gap when it comes to research about the role of student organization in the leadership development of an individual. This thesis project, therefore, is designed in order to gain deeper understanding of the potential effect of a student organization on the leadership development of a student who took leadership position within student organization. This ambition was accomplished through qualitative research with semi-structured interviews conducted in a case study of Erasmus Student Network. The results of the research have revealed certain link between the leadership development and person’s participation in the activities of student organization. Additionally, cultural aspect has been identified as the important factor of the organization. As the result of our findings, we may conclude that there is a positive correlation between student organizations providing a good opportunity for students to test their leadership abilities in a safe environment, while it was not possible to identify the extent of that impact on the leadership development of an individual. We believe that our research may add value to the theoretical knowledge on the leadership topic in the context of student life while giving an opportunity for the reader to use the findings of this study as a practical information and guidelines for potential of student organization to have an impact on the future of an individual.
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Lee, Murray Wesley. "Institutional Change| Intra-Denominational Coalition Collaboration in the Presbyterian Church in America." Thesis, The University of Alabama, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10600317.
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<p> The recent surge in religious studies coupled with the strict decline in religion creates the backdrop for the need for this paper. In this study, I use a fantasy theme analysis approach to analyzing data from 23 semi-structured interviews with Presbyterian Church in America (PCA) pastors. I utilize Institutional Work Theory, Symbolic Convergence Theory, and Bona Fide Group Perspective to understand how the dominant coalitions within the PCA interact to affect change in the institution. My findings highlight the difficulties associated with embedded agency and new contributions to each of the aforementioned theoretical perspectives. My project offers a perspective on the uniqueness and value of studying religious denominations as institutions.</p><p>
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Swaminathan, Karthikeyan. "Self-organized Formation of Geometric Patterns in Multi-Robot Swarms Using Wireless Communication." University of Cincinnati / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1123200892.
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Norander, Stephanie N. "Peaceful Alternatives: Women's Transnational Organizing In Post-Conflict Areas." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1219374638.
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Zbirenko, Alena, and Johanna Andersson. "Effect of organizational structure, leadership and communication on efficiency and productivity : A qualitative study of a public health-care organization." Thesis, Umeå universitet, Företagsekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-91357.
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This thesis has been written on commission by Laboratoriemedicin VLL, which is a part of region’s hospital. The organization did not work as efficiently as it could, and senior managers have encountered various problems. We have been asked to estimate the situation, analyze it, and come up with solutions which could increase efficiency and productivity; in other words, increase organizational performance. After preliminary interview with the senior manager, we have identified our areas of the interest: organizational structure, leadership, and communication. This preliminary interview made us very interested at the situation at Laboratoriemedicin, and helped us to formulate our research question: “How do organizational structure, leadership, and communication affect productivity and efficiency of the public health-care organization?” Moreover, it made our research have two purposes, one of academic character, and one of practical character. The academic purpose is in investigating relationship between organizational structure, leadership, and communication and organizational performance, i.e. efficiency and productivity. The practical purpose is in giving analysis-based recommendations about possible ways to increase productivity and efficiency to Laboratoriemedicin VLL. In order to find out the answer to the research question and to fulfill both purposes of the research, we have conducted a qualitative research. This has been done by interviewing ten people working at Laboratoriemedicin. We have tried to talk to representatives of different layers of the organization to make our research more diversificated and complete. These semi-structured interviews resulted in qualitative data, which had been processed and analyzed using coding technique. The findings of our research revealed that structure, leadership, and communication affect efficiency and productivity. Structure defines how productive the operational processes are; leadership affects the whole personnel and the way they strive for achieving their goal; communication affects how fast things are getting done and how happy and willing personnel are. Additionally, we have spotted two areas affecting the relationship between structure, communication, leadership, and organizational performance: development issues and personal issues. Moreover, we have found that leadership and organization are the most problematic spots in Laboratoriemedicin. After careful analysis of the situation we have come up with the list of suggestions that can help the organization to achieve increased efficiency and productivity.
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O'Shaughnessy, Kaitlin. "Redefining organization in the 21st century the communicative constitution of a children's ministry social movement organization /." Click here for download, 2009. http://proquest.umi.com/pqdweb?did=1709280371&sid=1&Fmt=2&clientId=3260&RQT=309&VName=PQD.
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Shahzad, Eram, and Junaid Khan. "Role of Computer Mediated Communication (CMC) in growing trading organization in Pakistan." Thesis, Linnéuniversitetet, Institutionen för datavetenskap, fysik och matematik, DFM, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-18061.
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In third world countries like Pakistan, companies are growing their trading business with remarkable pace. Increase in business volume has raised the challenges to keep growth sustainable. Communication is one of the biggest challenges for most of small size trading and marketing companies in the region. Face-to-face communication is only type of communication available in companies for inter departmental and intra departmental communication. Although face-to-face is one of the best type of communication but it is not possible to have face-to-face communication all the time with all employees especially when volume of company is growing with remarkable pace. In result company faces challenges like information delay, information lost or communication handicap. These challenges affect efficiency and effectiveness of company. We performed qualitative survey with directors and employees of Abuzar Marketing and Trading Company to develop deep understanding with communication problem to eliminate it. Analyzing empirical data and literature, it is found that Computer Mediated Communication (CMC) provides synchronous and asynchronous types of communication, which could help the company to overcome communication challenges with several other potential benefits e.g. knowledge sharing, employees training, democracy in batter manners. Since every company in region is facing similar problem, general recommendation and precautions are made to introduce computer mediated communication (CMC).
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Røsdal, Trude. "Leadership and leadership communication in a matrix structured organization : some critical factors." Doctoral thesis, Norwegian University of Science and Technology, Faculty of Natural Sciences and Technology, 2005. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-763.
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<p>This case study has shown how nearly every success and failure in the matrix structured Segment X was a result of leadership behaviour. If Project I was to be an unreserved success every leader on every level had to succeed in their efforts. After having interviewed employees and leaders, and observed several meetings the overall impression was of a well-functioning, mature matrix organization. However, it is not correct to say that Project I was an unreserved success. There were some areas within the matrix structure that appeared to be more troublesome than others. After having examined each of the seven related research questions the main research question should be answered: What constitutes an effective Norwegian matrix organization in terms of communication and leadership as perceived by its members/employees? In order for a leader in the matrix organization to succeed on a general level, it was perceived that he or she should be emotionally intelligent and possess social and communication skills. Communication skills that in particular were suggested to be of great importance were the ability to create a sense of commitment to organizational goals in each employee, and to be able to persuade the employees to reach set goals in time. Employees increasingly no longer ask “What should I do?” but “Why should I do it?”, and persuasion seemed in fact to be one of the more difficult aspects for the leaders of Segment X. Extensive interpersonal and communication skills were also perceived to be of great importance to meet the challenges of the matrix structure. The main challenge associated with the matrix structure was the distribution of resources. In order to handle this challenge in an effective way and avoid conflicts, respect for the current rules was pointed to as crucial by both functional and project leaders.</p><p>In general the most obvious challenge for Segment X and in particular Project I was the teams and the management of teams. The two teams of special interest in this case study experienced some serious problems. Team management and the composition of the teams were the main reasons that the teams struggled. Both these issues will be the responsibility of the functional management. Thus in a matrix structured organization where the use of work teams is necessary it is of great importance to in a more thorough way evaluate both the skills and style of the potential team leader and also consider the composition of the team. Since teams actually carry out the projects of the matrix organization, the effectiveness of the matrix organization is more or less dependent on well functioning teams.</p><p>The truly effective matrix organization is constituted first of all of socially skilled leaders on all levels who are effective persuaders, who are willing to respect the formal rules of the matrix structured organization, and who are able to alter their leadership style depending on the context. All this highlights the importance of and need for a stronger focus on leader communication and behaviour.</p><p>The results from this case study conducted in a Norwegian organization do not differ to any great extent from the findings of other relevant studies conducted in other countries (the literature reviewed in this thesis is mainly from English speaking countries). However, it does seem like the Norwegian organization (Segment X), and in particular in relation to Project I (as Project I formed the basis for this study) is a well functioning matrix organization, that has stared clear of some of the most obvious challenges mentioned by other research into matrix organizations. For instance the multiple reporting relationships that exist within a matrix organization were not mentioned to any great extent, neither by the leaders nor by the employees of Segment X.</p><p>In relation to further or future research within the area of organizational structure, leadership and leadership communication, several suggestions can be made. For this organization in particular it would be of value to conduct more research into the use of teams. As the teams are so important in a matrix structured organization like Segment X, more knowledge should be gained about the factors that will impact on the effectiveness of the team. One other question that could be raised is whether the necessary leadership skills and leadership communication will differ within a production oriented company compared to an innovation oriented company.</p><p>It is also of interest to be able to discuss why or if there are differences between a Norwegian matrix organization in terms of leadership and leadership communication, and matrix organizations in other countries. Future research will also benefit from using both qualitative and quantitative approaches, maybe especially in relation to investigate how communication skills of leaders are related to the feeling of commitment in the employees.</p>
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Sousa, Jorge M. "The self-organization of frames, measuring stable communication patterns in dyadic interactions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ53475.pdf.
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White, Jonathan Peter. "Roles of boundary-spanning individuals in decision-making involving organization-environment communication." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311577.
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Carmichael, Shenique. "Small Farm Management of Information Communication Technology, E-Commerce, and Organization Performance." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4719.
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Many small farm farmers in the United States are reluctant to use information communication technology (ICT) and e-commerce, yet little is known about their decision-making rationale. The purpose of this transcendental phenomenological study was to explore U.S. small farm farmers' decision making, specifically, regarding use or non-use of e-commerce, in managing farm operations by using the Miles and Snow's typology of strategic management. The purposive sample consisted of 30 small farm farming operations in Kansas and Missouri with revenue less than $250,000 per annum. Data analysis was 3-tiered and involved use of horizontalization, thematic clustering, and synthesis. Using the Van Kaam method of data analysis, 4 themes emerged: (a) small farm farmers have a family-oriented farming experience with complex factors that lead to the reliance on fellow farmers for information and support; (b) small farm farmers rely on fellow farmers for advice and support as well as the use of established procedures in their farming operations; (c) while small farm farmers see the value in ICT in farming, many view it as either impractical or non-applicable for their own operations; and (d) small farm farmers recognized that ICT has a positive impact on farms productivity, income, and growth. However, some small farm farmers were reluctant to adopt ICT due to expenditure, location, and farm size concerns. Study findings also highlighted a few business models such as community-supported agriculture investment that small farm farmers use to enhance their daily farm operations. With insights from the study, small farm farmers in the United States may be able to improve their understanding of e-commerce applications, which could potentially lead to increased annual profits for these farmers, new customers and consistent product pricing for consumers.
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Miranda, Ariadne. "Communication as Constitutive of Organization: Practicing Collaboration in and English Language Program." Scholar Commons, 2019. https://scholarcommons.usf.edu/etd/7858.
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This dissertation is about collaboration as an organizational practice that is communicatively constituted. Specifically, I examine how members of a team in an English language program located in a large southeastern university in the United States make sense of what they define as a collaborative work environment and materialize it in their meetings in spoken and written discourse, and in their mention and use of organizational artifacts. Though the study examines the practices of one organizational setting, the insights generated illuminate broader organizational and discourse dynamics and speak to important issues in the discipline of communication such as authority, leadership, organization sensemaking, materiality, and the role of texts in organizations.
The data in this dissertation consists of spoken and written discourse. The spoken and written discourse data consist of 11 audiorecorded and transcribed meetings. To collect these data, I attended team meetings for a period of one year. I transcribed selected meeting data, and analyzed this data using a tool kit called discourse analysis. The written discourse data I examine is comprised of two documents: The Statement of Core Values and the Philosophy on Teamwork. My analysis shows how team members operating in a collaborative environment favor strategies that lead to consensus. These strategies include the use of politeness strategies such as the use of mitigating and inclusive language. Team members also use discursive strategies that demonstrate top down leadership and authority, albeit marked by indirectness. I offer practical recommendations for practice starting with the idea that collaboration does not have meaning outside of communication; collaboration means what the members of a discourse community say it means. I contend that discourse analysis can be a useful tool for organizational members as it can help them become mindful of the language they use and its constitutive force in the workplace. I also offer suggestions that can help organizations retroactively make sense of their organizational texts to ensure that they are accountable to others for what their organizations stand for.
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Rodríguez, Vivian M. "The Role of Family Organization in Family Health History Communication about Cancer." VCU Scholars Compass, 2013. http://scholarscompass.vcu.edu/etd/3201.
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Family health history (FHH) has been recognized as an important tool in cancer prevention and health promotion. To date, literature on FHH discussions about cancer have largely focused on patient-physician communication or the dissemination of cancer-specific genetic tests results within the family. Fewer studies have sought to identify family factors that may promote FHH discussions, yet this type of information could be used to identify families needing support in having these conversations. Thus, the present study examined relations between family organization (cohesion and flexibility), communication openness, and FHH communication about cancer within a diverse group of women recruited from an urban, safety-net women's health clinic. Participants were enrolled in a randomized control trial examining the effects of an educational intervention on family communication about hereditary breast and colon cancers (Kin Fact Study). For the present study, baseline survey data for 472 women were analyzed. Participants completed measures on demographics, family organization, communication openness, and FHH communication. Average age was 34 years and 59% reported being Black. Thirty-one percent had graduated high school and 28% reported having commercial health insurance. Seventy-five percent of women reported a family history of cancer in a first or second degree relative. Descriptive statistics, correlations, and multiple linear regression and hierarchical logistic regressions, adjusting for key factors, were performed. Nineteen percent of women actively collected FHH information about cancer and 11% reported actively sharing cancer risk information with relatives. Being older, having a greater educational attainment, and having a family history of cancer was associated with having collected FHH; while being older and reporting higher levels of cohesion/flexibility was associated with sharing cancer risk information. Adjusting for demographic variables, cohesion, flexibility, and openness were not significant predictors of collecting or sharing FHH. Family history of cancer did not moderate the relationship between family organization and FHH. Cohesion and flexibility levels did significantly predict communication openness. This study contributes to a small but emergent literature in the field of FHH communication about cancer as it explores family context factors that may aid in the development of prevention interventions. Clinical implications and directions for future research are discussed.
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Calenbuhr, Volker. "Collective behaviour in social and gregarious insects: chemical communication and self-organization." Doctoral thesis, Universite Libre de Bruxelles, 1992. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212937.
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Moreira, Lionel. "Crisis communication: organization's reactions to unexpected events." reponame:Repositório Institucional do FGV, 2011. http://hdl.handle.net/10438/8367.
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Previous issue date: 2011-02-02<br>Reputation is considered the most important asset of companies. It enables to set up business relationship and ensure the good functioning of the organization. When an unexpected even crops up, reputation could be threatened. Managers, leaders of the organization, need to demonstrate reactivity, a capacity of responding to stakeholders‟ requirements and a capacity to detect and to rectify faults within the organization through a learning process, in order to avoid negative consequences. The latter could tarnish reputation and impact the operational development of the company. Through crisis communication, we observed that Air France adopted different postures after the crash of the flight 447. These ones were adapted to stakeholders‟ requirements and to the degree of threat that the company suffered. Just after the accident, the company decided to use the recognition strategy by assuming a symbolic responsibility and by communicating uppermost to the families of victims and to the media. The following weeks, the company privileged the strategy of silence which consists in not to communicate directly with the media. Finally, Air France used the 'scapegoat' strategy when the company was subjected to direct attacks. Companies‟ reactions summed up to the advance of the ongoing judiciary investigation revealed 'historical' organizational faults within the company, as for instance, the lack of communication between pilots and managers or the managers technical and operational insensitivity. Although internal and external issues, Air France demonstrated that a well managed crisis communication limits financial and reputational impacts. Consequently, the company suffers limited negative consequences of this crisis.<br>A reputação é considerada o ativo mais importante das empresas. Ela permite o estabelecimento de relações comerciais e garante um bom funcionamento da organização. Quando um evento inesperado surge, a reputação pode ser ameaçada. Os gerentes, líderes da organização, têm então que demonstrar reatividade e capacidade em responder as necessidades dos stakeholders, e capacidade de detectar e consertar as falhas dentro da organização através de um processo de aprendizagem, para evitar conseqüências negativas que poderiam danificar a reputação e impactar o desenvolvimento operacional da empresa. Através da comunicação de crise, observamos que depois da queda do avião AF 447, a companhia Air France adotou diferentes posturas adaptadas ao pedido dos stakeholders e ao grau de ameaça sofrido. Logo depois do acidente, a empresa decidiu adotar a estratégia do reconhecimento, assumindo uma responsabilidade simbólica e comunicando prioritariamente para as famílias das vitimas e para a mídia. Nas seguintes semanas ela utilizou a estratégia do silêncio que consiste em não comunicar diretamente a mídia. Finalmente, ela usou a estratégia do 'bode expiatório' quando ela foi sujeita a ataques diretos. As reações da empresa somadas ao avanço das investigações judiciais revelaram falhas organizacionais 'históricas' dentro da própria empresa, como por exemplo, a falta de comunicação entre pilotos e gerentes ou uma falha de sensibilidade técnica e operacional da parte dos gerentes. Apesar de problemas interno e externo, a Air France demonstrou que uma comunicação de crise bem gerenciada limita os impactos financeiros e de reputação. As conseqüências negativas sofridas pela companhia Air France foram limitadas.
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Krause, Nele, Tamie Kalmar, and Cindy Ilmanen. "Växjö Airport - A Learning Organization? : What factors facilitate the becoming of a Learning Organization? What obstacles can arise?" Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-716.
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<p>This thesis deals with the need for development in contemporary organizations in order to stay competitive. Thereby, we focus on the concept of Learning Organizations, which is a well-known theory of developing for organizations. In the context of this thesis we identify the key factors for the becoming of a Learning Organization in the contemplated organization, which is Växjö Airport. However, this thesis also includes an attempt to improve the situation at the airport.</p><p>The thesis at hand is conducted with a qualitative approach due to the need of a thorough understanding about the procedures in the organization. It is important to mention that the thesis is based on a previous study, thus our pre-understanding was influenced by the empirical findings of this study. In this context the most suitable approach is the abductive method.</p><p>For the development of our conceptual model the pre-understanding was of utmost importance, since the results from the previous study made it possible to choose the key factors for the becoming of a Learning Organization in the special case of Växjö Airport. The model namely includes the factors systems thinking, groups and teams, shared vision, leadership style and communication. Another important component of this thesis is the practical accomplishment of several meetings, which attempted to improve the main obstacles in the organization.</p><p>The analysis capitalizes on the comparison between the model and the collected empirical data, which is based on the interviews with several employees of the organization as well as our observations of the conducted meetings. Thereby, we identify the special characteristics of each key factor. In addition, we highlight the possible obstacles or problems in the implementation.</p><p>Due to this analysis we can conclude that our model presents the most important key factors for the becoming of a Learning Organization in the contemplated organization. However, we also realized the difficulty of changing people’s mind and thus the complexity of the implementation. We also discovered that Organizational Learning is an ongoing process, which is never completed.</p>
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Hay, Kellie D. "Immigrants, Citizens, and Diasporas: Enacting Identities in an Arab-American Cultural Organization." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1391700209.
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Samuelsson, Frida. "Att kommunicera mångfald : En undersökning om kommunikation och engagemang inom Landsrådet för Sveriges Ungdomsorganisationer." Thesis, Uppsala University, Media and Communication, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8389.
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<p>Abstract</p><p>Title: Communicating diversity – A study about communication and involvement in The National Council of Swedish Youth Organizations.</p><p>Number of pages: 58</p><p>Author: Frida Samuelsson</p><p>Tutor: Peder Hård af Segerstad</p><p>Course: Media and Communication Studies C</p><p>Period: Autumn 2006</p><p>University: Division of Media and Communication, Department of Information Science,Uppsala University</p><p>Purpose/Aim: The general purpose of this essay is to analyse how the member organizations of LSU – The National Council of Swedish Youth Organizations, see the communication,activities and their influence over the organization. I aim to do an analysis of the target group to find out if the lack of involvement in LSU is caused by communication problems.</p><p>Material/Method: The method of this essay is quantitative and is based upon a web-survey.The chairmen of the member organizations have been asked to answer a survey about the communication in LSU. To get an idea of how widespread different opinions about LSU are the empirical data has been made into graphs to show the frequencies and also cross tabulations to find out if there are any correlations between the variables.</p><p>Main result: This study has shown that the problem with involvement in LSU is only partly a communication problem. One important result is that many member organizations feel that LSU doesn’t listen to their opinions and they express a wish to have more influence over the organization. The broad target group is both a strength and a weakness to the organization. It is a hard task to communicate in such a differentiated organization, since the members have many views on LSU and have different degrees of involvement. But it is also a strength to be able to create meeting points where different organizations can learn from each other.</p><p>Keywords: Communication problems, internal communication, involvement, non-profit, organizations, umbrella organization, youth organizations.</p>
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Elliott, Bonnie Gail. "Evaluating the effectiveness of a diversity training in an educational organization." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2050.
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Diversity training programs are increasingly being incorporated into organizations as a strategy to meet moral standards and legal challenges. Unfortunately, little research as been conducted to demonstrate the effectiveness of these programs. This study describes an effective diversity training program as one that changes a member of the organization's negative attitude about racial differences toward a positive attitude.