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Journal articles on the topic 'Communication in organization'
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1
Ruiz-Martin, Cristina, Gabriel Wainer, and Adolfo Lopez-Paredes. "Exploration of Network Theory to Evaluate Organizational Resilience." International Journal of Mathematical, Engineering and Management Sciences 7, no. 1 (2022): 28–48. http://dx.doi.org/10.33889/ijmems.2022.7.1.003.
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Recent disasters and rapid changes in the environment have shown various open issues in organizational resilience, in particular the use of communications. We explore the use of Network Theory to study the robustness of communications in organizations regardless their structure and the communication mechanisms used. We focus on how a collapse in the communication mechanisms affects the communication structure in an organization. We use a case study based on an emergency management plan from a Nuclear Power Plant in Spain. We show that Network Theory along with the number of connected components in a network provides a cost-effective way to analyze the communication infrastructure and organizational relations. Network Theory also allows us to build awareness about the communication and information structure inside an organization, and to design a more robust communication network.
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Schoeneborn, Dennis. "Organization as Communication." Management Communication Quarterly 25, no. 4 (2011): 663–89. http://dx.doi.org/10.1177/0893318911405622.
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This article introduces Luhmann’s theory of social systems as a prominent example of communication as constitutive of organization (CCO) thinking and argues that Luhmann’s perspective contributes to current conceptual debates on how communication constitutes organization. The theory of social systems highlights that organizations are fundamentally grounded in paradox because they are built on communicative events that are contingent by nature. Consequently, organizations are driven by the continuous need to deparadoxify their inherent contingency. In that respect, Luhmann’s approach fruitfully combines a processual, communicative conceptualization of organization with the notion of boundary and self-referentiality. Notwithstanding the merits of Luhmann’s approach, its accessibility tends to be limited due to the hermetic terminology that it employs and the fact that it neglects the role of material agency in the communicative construction of organizations.
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Syahputri, Rima Rizki, Suhairi Suhairi, Sri Aderafika Sani, and Soibatul Aslamia Nasution. "Peran Organisasi dan Komunikasi bagi Pimpinan di Lingkungan Kerja." Da'watuna: Journal of Communication and Islamic Broadcasting 1, no. 2 (2021): 96–109. http://dx.doi.org/10.47467/dawatuna.v1i2.486.
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This study aims to determine the role of organizational communication for leaders in the work environment. Communication activities within an organization aim to establish mutual understanding and equate experiences among members of the organization. With good communication, an organization can run smoothly. On the other hand, lacking or absent communication, organizations can fall apart. Therefore, leadership in organizational communication is very important because the presence of the leader is one of the spearheads of success in the organization. The results of the study concluded that communication in a leadership is a very important element in achieving the success of the goals to be achieved by an organization. Therefore, a leader should be good at communicating both verbally and non-verbally. Good communication will be able to increase motivation, so that the information conveyed can be well received and this will be able to improve performance and work control will also be carried out properly. In an organization the leader is a communicator. Effective leaders generally have effective communication skills, so that more or less will be able to stimulate the participation of the people they lead.
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Sadia, Aysha, Berhannudin Mohd Salleh, Zulida Abdul Kadir, and Sazuliana Sanif. "The Relationship between Organizational Communication and Employees Productivity with New Dimensions of Effective Communication Flow." Journal of Business and Social Review in Emerging Economies 2, no. 2 (2016): 93–100. http://dx.doi.org/10.26710/jbsee.v2i2.35.
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Effective organizational communication can lead organization in asuccessful way, only if exists. Without proper information and planning anydeliberated decision cannot occur. There is a vast literature on organizationalcommunication and productivity of employees. However this research looksover the influence of effectiveness of internal communication on employees'productivity. The core concentration in this study is level of communicationin organization and how employees perceive communication, and what arethe effects of internal communication on their work capability. The focus ofthis study is on the relation of employees' efficiency in organizationalcommunication with the support of effective communication, as compare toprevious study that only concentrated on organizational communication andproductivity. Therefore after recognizing the effectiveness ofcommunication the employee's productivity flourishes in organizationalcommunication. Flow of effective communication in organizations developsthe strong bonding between staff and management, then employees gettrusted, that make them more productive.
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PANCHENKO, Mariia, Olena OLEINYKOVA, and Stanislav IVANOV. "Communication processes in system management." Economics. Finances. Law, no. 12/2 (December 28, 2019): 26–29. http://dx.doi.org/10.37634/efp.2019.12(2).5.
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Introduction. The paper examines organizational communication capacities that are studies as a signifi cant component of organization strategic potential. The purpose of the paper is to define the structure and content of organizational communication capacities and identify methods for assessing them. The author combines three research areas: assessment and analysis of organization communication capacities, organization communication strategy development, and organization willingness to change. Results. Two groups of organization communication capacities are revealed, that represent different approaches to strategic development of organization communication capacities. The fi rst group relies on the long-term planning of using external resources, the second promotes changes in the organization. The author presents criteria for assessing organization communication capacities skills that ensure fl ow of resources to the organization. Using the modern concept of information transparency the author highlights universal (common to different legal and business entities and partners) communications that shape business image of a transparent enterprise. Basic and additional components of the customer-oriented communication impact are studied, organization communication capacities that promote organizational change are described. Conclusion. Organizational capabilities are the actual article of research both from the point view of dynamics scientific publications and from the point of view the confession of importance of this aspect of strategic management.
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Babatunde, Osabiya. "Importance of Effective Communication in Public Organisations." Issues in Social Science 3, no. 2 (2013): 78. http://dx.doi.org/10.5296/iss.v3i2.8596.
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<p>Communication has crucial impacts within or among workgroups in both private and public organizations. Communication can be a channel to flow information, resources, and even policies. Given the importance of organization communication and its managerial impacts, further research is needed to explore this topic as it relates to both private and public administration field. To this end, this study assesses the impacts of organizational communication on the perception of red tape by comparing internal communication with external, especially client-oriented, communication in both public and non-profit organizations. <br />Utilizing current literature, this paper will examine effective organizational communication within a private and public organization. Many organizations today often look at communication and leadership as one-dimensional; the inability of leaders in small organizations to adapt to a leadership style that effectively communicates with the employee hinders organizational performance. This study examines the communication exchange within a private and public organization and its effects on the organizational culture and employee performance.<br />This study summarizes the increasing importance of organizational communication, the basic theoretical perspectives that guide the study of communication and the key distinctions that guide the study of organizational communication, the key functions of communication in organizations. Because organizational communication has become such a big topic, this study is limited to addressing internal and external organizational communication.</p>
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Walden, Justin A., and Catherine Y. Kingsley Westerman. "Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior." Management Communication Quarterly 32, no. 4 (2018): 593–611. http://dx.doi.org/10.1177/0893318918783612.
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This study investigates the communication elements within organizations that enhance social exchanges and influence an individual’s willingness to spread positive information about their employer. Findings from a survey of employees in a United States–based health care organization ( N = 223) indicate that organizational commitment mediates the relationship between employee-centered internal communication by organizations and employee advocacy. Employees with strong organizational commitment perceive that their organization values the exchange relationship, and employees, in turn, report they are likely to take extra steps to support their organization. To encourage organization-supportive employee advocacy behavior, organizations should engage in open and supportive communication with employees and cultivate lasting relationships with them.
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Kristina. "The Organizational Communication Perspective Theory." Journal of Sosial Science 1, no. 3 (2020): 61–74. http://dx.doi.org/10.46799/jsss.v1i3.37.
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Public sector organizations are undergoing a transformation in management style. Not only is the behavior of government agencies increasingly being carried out like business, where managers play a central role, but aspects of client service are also becoming more important. Communication is input or message from one person to another. Organizations need communication to streamline their work and carry out tasks in a perfect way. Communication is the art of sending messages and receiving the same in the form of feedback. The success of an organization is highly dependent on effective organizational communication patterns. This study aims to understand communication in achieving the objectives of government organizations. Furthermore, this study discusses effective communication in government organizations.
 Keywords: Organization Communication, Internal and External.
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Robin, Patricia, Maria Bianda, and Amanda Kristanti. "ROLE OF ORGANIZATIONAL COMMUNICATION IN CBT PLANNING PROCESS FOR PABUARAN VILLAGE AS RELIGIOUS TOURISM." Dinasti International Journal of Education Management And Social Science 2, no. 3 (2021): 554–64. http://dx.doi.org/10.31933/dijemss.v2i3.765.
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Communication is very important in human life, especially in organizations. Certainly, organizationl behaviour involves communication. Without communication within the organization, organizing effort may not run smoothly. The researcher will raise how organizational communication occurs between the government and the people of Pabauran Village to improve its the tourism. In this research, a qualitative method which involved an interpretation process on the condition of the natural subject is used. The strategy of this case study leads to derivative social units with steps starting from collecting data with active participant observation and interviews, then analyzing the organizational communication relationship within the organization in its management with the Village Officials, data processing, and analysis that produces conclusions. The results obtained were Community -Based Tourism (CBT) which is a village that has a culture of harmony between religious communities is needed through implementation of downward communication within the managing officials.
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Dittmore, Stephen W., G. Clayton Stoldt, and T. Christopher Greenwell. "Use of an Organizational Weblog in Relationship Building: The Case of a Major League Baseball Team." International Journal of Sport Communication 1, no. 3 (2008): 384–97. http://dx.doi.org/10.1123/ijsc.1.3.384.
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This case study explores the use a Major League Baseball team’s organizational weblog. Organizational weblogs are forums for the 2-way exchange of information and commentary between an organization and its publics. Most sport organizations, however, have yet to embrace the weblog as a form of organizational communication. Recent research suggests a greater need to understand how sport organizations might use weblogs to outreach to target audiences from a communications perspective. This study assesses whether readers perceive an organization’s official weblog to be an effective form of 2-way communication and profiles the readers of an organizational weblog based on demographics, consumption patterns, and points of attachment. Results showed that readers perceived the organizational weblog to be highly conversational and effective at communicating organizational commitment. In addition, readers were voracious media consumers of the team’s games, repeat ticket customers, and highly identified, both with the sport and with the team.
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Luthfie, Muhammad, Aida Vitayala S. Hubeis, Amiruddin Saleh, and Basita Ginting. "Climate Communication Society Organizations in the Development in the Village Plompong." Journal of Social Science Studies 4, no. 1 (2016): 10. http://dx.doi.org/10.5296/jsss.v4i1.9894.
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Climate Communication in an organization is very important to foster togetherness and unity. Climate conducive communication between the leaders and members or between superiors and subordinates can achieve harmonization within the organization that will ultimately reap success in the implementation of its programs. The ideal climate organizational communication requires honesty in communication, openness of communication down, and a joint decision. Pace and Faules (2000) states that organizational communication climate is important for linking organizational context with concepts, feelings, and expectations of the organization’s members and to help explain the behavior of members. The study aims to analyze the communication climate organization built community organizations in rural development. The results showed climate communication community organizations research subject is very conducive and riel has been able to encourage active involvement in the development in the village Plompong, through the realization of its programs in the construction of infra structure.
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Rahmadini, Mutia. "Pola Komunikasi Organisasi Dalam Pengembangan Program Studi Ilmu Komunikasi Fakultas Ilmu Sosial Dan Ilmu Politik Universitas Islam Negeri Raden Fatah Palembang." Jurnal Studi Sosial dan Politik 2, no. 2 (2018): 96–108. http://dx.doi.org/10.19109/jssp.v2i2.4053.
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Communication in organization is very necessary. Because if the organization without good communication, then the common goal will not be achieved. So that’s why, the effective and efficient communication systems are needed. Communication is not only can be done through verbal, but it also can be done through the writing. Based on the context above, the purpose of this research is to answer the question of how the Communications System of Organization in the development of Communication Studies at Faculty of Social and Politic Science, Raden Fatah Islamic State University . The methodology used in this research is descriptive, with qualitative approach. The theory for this research is using organizational information theory from karl Weick. The researcher will do observation, interview, guidelines, and documentation. Data collection techniques are primary data and secondary data. The data collection technique in this research is using primary data in the form of interview data from informants that were considered relevant and become the main source in this reserch, then secondary data that use official records such as documentations, books, etc. Data reduction, data presentation, and conclusions is used for data analysis techniques. The theory used is organization information. System is the absolute form (structure). Communication is a message delivered from the communicator to the communicant through verbal or writings then the occurrence of feedback. Organizations are a number of individuals organized to achieved certain goals. The organizational communication system used by Communication Study Program is a star pattern. Communication is carried out by not only work hour, but also the familiarity outside woring hoursthey do. The media which are used such as whatsapp, email, instagram, telephone, or in person. Barriers that occur are the lack of employess in updating information through online media, language, and distances. Communicaton between the employees occur in openness and good relationships are established. Communication that occurs is very positive. All stakeholders in the Communication Study Program, Faculty of Social and Politic Science are very open with staffs, lectures, and students.
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Yudhapramesti, Pandan, Deddy Mulyana, Eni Maryani, and Dian Wardiana Sjuchro. "Communication and organizational learning in adaptation of the Radio Republik Indonesia." Jurnal Kajian Komunikasi 9, no. 2 (2021): 161. http://dx.doi.org/10.24198/jkk.v9i2.32521.
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Radio Republik Indonesia (RRI) had been the state media during the New Order era. However, since the fall of that regime in 1998, followed by the ratification of the Broadcasting Law Number 32 of 2002, RRI’s status changed to a public broadcasting institution (LPP). The change requires an organizational adaptation process which is not easy in practice. This study finds that communication can be both a driving factor and an obstacle to the adaptation process within the RRI organization. This research aims to explore the operationalization of communication in the adaptation process of the RRI and reveal how the flow of communication builds the relationship between members of the RRI organization; how organizational communication works in the learning process within the organization; and the dynamics of organizational learning in the adaptation process of the RRI organization. The results indicate that the dynamics of communication flows affect the organization’s communication climate. Meanwhile, organizational communication operates in several ways, namely: communication is a means to acquire as well as to conceal knowledge among RRI employees; communication helps the members of the organization understand a phenomenon from different perspectives; communication flows affect the distribution of communications; communication can be an accelerator as well as a barrier to organizational learning abilities. This study suggests further research on the role of communication to promote the internalization values of an organization into strategic decisions and concrete actions and the research on the roles of organizational culture and local culture in organizational adaptation.
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Abugre, James Baba. "APPRAISING THE IMPACT OF ORGANIZATIONAL COMMUNICATION ON WORKER SATISFACTION IN ORGANIZATIONAL WORKPLACE." Problems of Management in the 21st Century 1, no. 1 (2011): 7–15. http://dx.doi.org/10.33225/pmc/11.01.07.
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Today, more and more businesses depend on communications for their success since a well-organized communication system is shown to be an important factor in stimulating worker satisfaction in organizations. The purpose of this paper is to assess organizational communication and its impact on worker satisfaction in organizational workplace. The paper examines three Ghanaian organizations in the formal sector using a quantitative survey of ninety respondents to gain information for the study. The chi-square test was used with cross-tabulation of the independent and dependent variables to test and answer the hypothesis and research questions formulated for the study. Findings show that there is a significant relationship between efficient organizational communication and employee satisfaction. Findings also show that organizational communication has a positive impact on employee performance. Analysis of the findings further reveals that workers prefer good leadership communication behavior because it has positive effects on workers in organizations. The study proposes that organizations in the formal sector will achieve their objectives if they pay proper attention to the communication processes through efficient organizational communication in the workplace. Key words: employee performance, organizational communication, organization, worker satisfaction.
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Kišić, Alen. "Information and Communications Technologies as a Driver of Effective Internal Communication." Open Journal for Information Technology 3, no. 2 (2020): 39–52. http://dx.doi.org/10.32591/coas.ojit.0302.01039k.
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Internal communication is considered to be fundamental process for organization. The information and communication technology (ICT) has been a strong trigger of organizational change in every aspect, as well as in internal communication. This paper investigates ICT tools usage effects on internal communication. Three research hypothesis were set up: (i) employees’ perceived importance of internal communication has a relationship with their ICT usage, (ii) employees’ perceived quality of internal communication has a relationship with their ICT usage, and (iii) ICT tools usage contributes to the perceived impact of IT on informing, motivation, productivity, loyalty, organizational development understanding, reducing rumors within organization of employees, willingness to change and overall satisfaction of employees. In order to test hypothesis, data were collected via an online survey conducted among Croatian public relations experts. Data mining was applied in data analysis: including both, descriptive (distributions) and predictive models (Bayesian networks). Sensitivity analysis of Bayesian networks identified significant factors of successful internal communication. Results showed that Skype usage mostly contributed to the quality of internal communication, whereas social network usage mostly contributed to the perceived importance of internal communication. Bayesian network model identified e-mail usage as a predictor of employees informing and chat usage as predictor for productivity of employees. Organizations’ management should embrace opportunities that new technologies have brought to the field of internal communications and use it as a tool for improvement.
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Neely, Phillip R., and Michael Mosley. "COMMUNICATION PROBLEMS IN MANAGEMENT." International Journal of Research -GRANTHAALAYAH 6, no. 9 (2018): 34–40. http://dx.doi.org/10.29121/granthaalayah.v6.i9.2018.1204.
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An array of studies identifies that effective communication is imperative in the workplace to increase employee productivity and organizational performance. Despite the benefits that emerge in the use of effective communication strategies within an organization, many organizations face numerous challenges that emerge in communication breakdowns and disconnects. These challenges affect performance and compromise success. The intent of this paper is to use a mixed method approach that includes a literature review and gathering of primary data from questionnaires and interviews to determine the communication problems in management. The data analysis is achieved through qualitative and quantitative strategies. The study identifies that lack of effective communication is centered on the perceptions that exist within the workforce. Managers perceive that their strategies are effective when in some cases they are not. The study also identifies that tech-assisted communication systems would increase productivity. From these insights, it is imperative that organizations implement changes that will foster effective communication throughout the organization.
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Shinkarenko, Tatyana, Roman Smirnov, and Aleksey Beloshitskiy. "Studying the organizational structure effectiveness on the basis of internal communication analysis." Upravlenets 11, no. 2 (2020): 27–40. http://dx.doi.org/10.29141/2218-5003-2020-11-2-3.
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Digital technologies are changing corporate communication due to the opportunity to make contact via e-mail, social networks and messengers, which leads to the transformation of a company’s organizational structure. At the same time, the organizational structure should guarantee the effective implementation of communicative functions. Methodologically, the research relies on organizational theory when declaring communication to be one of the main functions of an organization that allows managing the organization and ensuring low transaction costs of internal communications. The present article aims to assess the possibility of using traces of internal corporate communication to gauge the organizational structure’s effectiveness. The authors adopt statistical and mathematical methods, such as the construction of a communication graph, clustering and comparative analysis. We process server data on intra-domain communications of the organization, build a communication graph, and evaluate various parameters reflecting its stability and flexibility and influencing the organizational structure’s effectiveness. Based on the proposed indicators, the study assesses the level of communication efficiency of each element of the company’s structure. The results of the research exploiting non-traditional sources of information and approaches allow us to evaluate the correspondence between the organizational structure and the cluster structure of communications, as well as the sustainability of internal and external communication of each element.
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Cherepovskaya, Natalya A. "Communication as an effective management tool." Theoretical and Practical Aspects of Management, no. 9 (August 24, 2020): 123–38. http://dx.doi.org/10.46486/0234-4505-2020-9-123-138.
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The article discusses the problems and importance of communication in organizations. Communications are the Foundation for managing the entire company, and the result depends on them, which will affect the success of the company. Communications play an informational role at start-up companies. The effectiveness of communication in an organization depends on its future fate as an economic entity, the fate of employees who work in it. Communication is a complex process that consists of interdependent steps. They form a mutual understanding between employees and managers. Communication in an organization is an exchange of information, through which the Manager receives the necessary information to make effective decisions and communicates these decisions to employees. The quality of communication depends entirely on the role and function of the Manager, who, when setting goals and tasks, plans to achieve successful implementation. The purpose of the study is to prove the prospects of the influence of communications as an effective tool for managing organizations and personnel. The objectives of the study are to identify factors that affect employees' ability to communicate. Determining their significance and the degree of perception of communication as an important condition for an effective organization that creates material values and distributes added value, including for staff. Their influence on non-communicative staff, creating conditions for active communication. Results. Using the methodology of institutional analysis, the need to improve the tools for effective management of the organization and personnel was identified. As a result of the research, the proposed recommendations can affect the effectiveness of economic indicators, a greater number of involvement of non-communicative personnel in the organization.
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Sahputra, Dedi. "Manajemen Komunikasi Suatu Pendekatan Komunikasi." JURNAL SIMBOLIKA: Research and Learning in Communication Study 6, no. 2 (2020): 152–62. http://dx.doi.org/10.31289/simbollika.v6i2.4069.
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Management strategy is something that will always exist in modern organizations. Communication management is a very important factor as a management tool to achieve its goals. From a communication perspective, various internal organizational factors are closely related to communication factors to become a communication strategy design with the output form being organizational communication design. To achieve organizational goals, communication management is a core element that works to optimize human resources and technology through a communication strategy to improve communication effectiveness. The communication process that takes place will create a two-way dialogue and a positive impression on the organization. Communication management is a core element in management strategy which is a booster factor for organizational performance in order to achieve its goals. Communication management design is comprehensive, covering all internal aspects of the organization and the complex nature of the management system. This natural communication is the optimization of the role to facilitate the relationship between organizational personnel at all levels, to build a supportive environment for the internal development of the organization. Top management's awareness and vision is very important in order to understand that persistence in learning how to communicate should be a top priority for them. When the ability to communicate becomes an organizational culture and a skill that is continually being refined, the goals of the organization will be more open to being achieved.
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Brotheridge, Céleste M., Derrick J. Neufeld, and Bruno Dyck. "Communicating virtually in a global organization." Journal of Managerial Psychology 30, no. 8 (2015): 909–24. http://dx.doi.org/10.1108/jmp-06-2013-0191.
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Purpose – The purpose of this paper is to consider the extent to which changes in communication media are associated with changes in the nature of manager-expatriate employee communications. Using an affordance lens, the authors explore how hierarchical level and communication medium interact to influence status dynamics manifested in communication attributes. Design/methodology/approach – The hypothesis was tested with a 2 (hierarchical level)×3 (communication media) multivariate analysis of covariance (experience level) in a sample of 1,193 messages that were transmitted between managers and field employees in a global organization over a ten year period. Findings – The authors found significant interaction effects between communication media and hierarchical level on communication attributes such that changes in communication media intensified status differences between managers and their employees. Research limitations/implications – Communications media may be appropriated differently depending on one’s hierarchical level. Practical implications – Managers should adopt new communication media more consciously given their potential influence of how people communicate. Originality/value – Unlike many computer-mediated communications (CMC) effects studies that compare face-to-face communications with CMC or employ self-report questionnaires or laboratory designs with student samples, this study examines a complete set of manager-employee communications over an extended period of time.
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Damanik, Elsye Rumondang, Damianus Cosmas Bambang Mulyono, Margana Wiratma, and Romanus Ndau. "Berakhirnya Kisah Manis Apple dan Samsung: Mengatasi Konflik Organisasi Eksternal Multidimensional dengan Komunikasi Organisasi Efektif." Humaniora 4, no. 1 (2013): 671. http://dx.doi.org/10.21512/humaniora.v4i1.3476.
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Conflict within an organization could occur in the context of personal communication and group communication. It is not infrequently that multidimensional organizational conflict ultimately affects the performance of a group as a whole. The purpose of this article is to discuss how the role of communication in resolving conflicts organizations external organizations. To focus on the subject matter, the writers conducted a case study discussion by using the concept of multidimensional organizational conflict (implemented in external organizational conflict) in terms of structural, procedural, and situational dimension through effective organizational communication. Yet in this paper, the writers use two dimensions which are procedural and structural dimension. In preparing this paper, the writers undertook a literature study and took a case of Apple and Samsung Electronics in a patent dispute. The results of this study show that effective communication is needed between the organization and its environment; especially competitor organizations which have similar products with different names. Effective organizational communication which could be done is to mediate between organizations. By engaging different means of communication, the exchange of information that occurs between them shall go well.
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Ishak, Aswad. "Peran Public Relations dalam Komunikasi Organisasi." Jurnal ASPIKOM 1, no. 4 (2012): 373. http://dx.doi.org/10.24329/aspikom.v1i4.38.
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Organization is currently experiencing growth and remarkable development. An increasingly diverse public characters, both interal and external, require special handling in communicating to them. Communication activities of the organization is a strategic communications activities that need to be run by the organization. This communication activities involving management as important decision makers in the organization. Through public relations activities of the organization’s strategic communication can run well. Public relations must have the full support of management to be able to carry out the task.
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Beytekin, Osman Ferda, and Hasan Arslan. "The Function of Communication in Faculty Management." Social Change Review 11, no. 2 (2013): 137–52. http://dx.doi.org/10.2478/scr-2013-0019.
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Abstract This research intends to explain the nature of communication and its strategic role from the perspective of faculty deans. In other words, the aim of the research is to analyze the perspectives of faculty deans on communication and its strategic functional role in the organization. The research theme is clarified by three subquestions: What is the function of communication in the organizations from the perspectives of deans? What are the principal advantages and disadvantages of the communication function in the organizations? Lastly, how does the faculty dean perceive himself/herself as a communicator in the management of the organization? Qualitative approach is applied through ten semistructured interviews of faculty deans in the university. The research findings reveal that the nature and functions of communication in the organization are important and are perceived as a vital element of university management. Moreover, the function of communication is confirmed as a key element to success in the strategic plans and in the organizational context of universities.
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Masirun, Masirun. "Membangun Kinerja Organisasi Melalui Komunikasi Interpersonal pada Organisasi Bisnis Pendidikan di Kota Pekanbaru." Jurnal Daya Saing 2, no. 3 (2016): 221–26. http://dx.doi.org/10.35446/dayasaing.v2i3.67.
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Business organizations are effective in achieving its objectives requires the power of communication both owned personally and of the organization itself. This study proves that using the case of the commercial business organizations in the city of Pekanbaru with the use of a sample of educators as many as 56 people in the census and data collection using questionnaires and analyzed with simple regression showed that the interpersonal communication significantly influence the performance of the business organization.
 Keywords: organizational performance, interpersonal communication
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Suryaman, Donna Wibiananda, and Michael Bayudhirgantara. "The THE EFFECT OF CAREER DEVELOPMENT, COMPENSATION AND ORGANIZATIONAL COMMUNICATION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN MILLENIAL EMPLOYEES IN PT RAJAWALI NUSINDO." Dinasti International Journal of Management Science 2, no. 2 (2020): 218–31. http://dx.doi.org/10.31933/dijms.v2i2.446.
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This research aims to determine the influence of career development, compensation, and organizational communication of organization citizenship behavior of the millennial employee at PT Rajawali Nusindo. The methods used in this research use quantitative research methods. The samples used in this study were as much as 87 employees. Primary Data at can be from with questionnaires and interviews. Hypothesis in the test using regression analysis using SPSS 23. The study uses non probability sampling methods with random sampling techniques and the analysis method used is a double linear regression analysis. The results of this study show that career development has a significant positive influence over the organization citizenship behavior, significant positive compensation against organization citizenship behavior, organizational communication significantly positive to the organization citizenship behavior and simultaneously career development, compensation and communication of significantly affect the organization citizenship behavior.
 Keywords: Career Development, Compensation, Organizational Communications, Organization Citizenship Behavior (OCB).
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Atouba, Yannick C., Elizabeth J. Carlson, and John C. Lammers. "Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers." International Journal of Business Communication 56, no. 4 (2016): 530–59. http://dx.doi.org/10.1177/2329488416672430.
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This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.
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I, Made Sindhu Yoga. "Digital Marketing Communication for Non-governmental Organization." International Journal of Psychosocial Rehabilitation 24, no. 5 (2020): 3553–78. http://dx.doi.org/10.37200/ijpr/v24i5/pr202066.
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Parshak, Olexander. "Training Program "Psychology of the Commercial Organization Staff's Attitude Towards Money"." Організаційна психологія Економічна психологія 4, no. 21 (2020): 82–96. http://dx.doi.org/10.31108/2.2020.4.21.8.
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Introduction. Commercial organizations' efficiency can be improved, among other ways, through the formation of staff's harmonious attitude towards money and staff's active participation in the development and implementation of the organization's monetary policies. Aim: to develop the content and design of the training program for the formation of commercial organization staff's harmonious attitude towards money. Methods. The technological approach by L. Karamushka and a number of interactive techniques (unfinished sentences, "brainstorming", small-group work, group discussions, role-playing games, work with Internet resources, psychological workshops, creative homework, etc.) aimed at organizing trainees' joint activities and communication. Results. The author has proposed a 56-hour-long training program "Psychology of the Commercial Organization Staff's Attitude Towards Money", which includes the following five training sessions: "The Concept of Money and Their Role in Commercial Organization Staff's Life", "The Impact of the Commercial Organization Staff's Organizational and Psychological Characteristics on Staffs' Attitudes towards Money", "The Commercial Organizations' Organizational and Psychological Characteristics that Affect Commercial Organization Staff's Attitudes towards Money", "Commercial Organizations' Monetary Policy: it Content and Organizational and Psychological Problems", "The Main Directions of Commercial Organizations' Monetary Policies." Conclusions. The proposed training program can be used for commercial organization staff's psychological training as well as in shaping and pursuing monetary policies of commercial organizations.
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Jamal, Jamilah, and Hassan Abu Bakar. "The Mediating Role of Charismatic Leadership Communication in a Crisis: A Malaysian Example." International Journal of Business Communication 54, no. 4 (2015): 369–93. http://dx.doi.org/10.1177/2329488415572782.
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This study develops a model to advance research on public organization reputation by integrating crisis responsibility with charismatic leadership communication. Based on situational crisis communication theory, the model was tested using structural equation modeling with data obtained from a sample of 383 employees of public organizations in Malaysia. The mediation model indicated that the dynamic mechanism of charismatic leadership communication partially mediated the relationship between crisis responsibility and perceived organizational reputation during a crisis. These findings validated the proposed model and, in particular, confirmed empirically the central role of charismatic leadership communication processes in organization. This study provides insights into the role of charismatic leadership communication in the organizational reputation processes. The model established can serve as an instructive guide for both organization and corporate leaders in managing a crisis and reputation. A practical implication of the findings is that, during a crisis, a crisis leader should engage in charismatic leadership communication effectively to mitigate the crisis impact and strengthen organizational reputation. More important, the findings indicate that charismatic leadership communication contributed to organizational reputation explicitly brought charismatic leadership communication to the forefront of organizational reputation management.
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Fadillah, Dani, and Uspal Jandevi. "Communication Model of Indonesian Student Organizations in China through the Indonesian Movement Helps." Jurnal Ilmu Komunikasi 18, no. 2 (2020): 142. http://dx.doi.org/10.31315/jik.v18i2.3465.
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The Indonesian Movement Helps organization located in China helps Indonesian students while studying in China, but some Indonesian students initially had difficulty communicating with the organization. Many Indonesian students are victims of irresponsible scholarship agents. This research aims to analyze the communication barriers of the Indonesian Movement Helps organization in helping Indonesian students in China. This research method is qualitatively descriptive with data collection techniques through observation and in-depth interviews. Data analysis techniques using SWOT analysis. The results found a communication model of Indonesian student organizations in China through the internalization of the climate and culture of the word of mouth communication in Indonesian Movement Helps. The substance of this research is the communication model of Indonesian student organizations in China through the internalization of climate and culture of the word of mouth communication that can be applied to student organizations in other countries.
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Petković, Nebojša, and Milan Rapajić. "Employees' satisfaction with communication in the organization." Ekonomika 67, no. 3 (2021): 39–61. http://dx.doi.org/10.5937/ekonomika2103039p.
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Success of an organization is connected to employees' motivation and their satisfaction. Motivation growth in an organization is directly influenced by employees' communication at all levels. The subject of the survey is employees' satisfaction with communication in an organization. The aim of this work is to find out how 500 employees in Nis region estimate communication in an organization, the communication influence to the work motivation and work satisfaction in organization, how the employed managers value the superiors' communication to the employees, and which aspect of communication they are satisfied with, as well as how the employees and managers value the superiors' communication with the employees and which aspects of communication they are satisfied with. In the work the first to be analyzed were the relevant theoretical attitudes on the influence of employees' communication and communicational pleasure amongst them. The results of the realized empirical survey show that even though the employees at all levels in organization are definitely conscious of the importance of communication in organization, the managers have more positive attitude than the employees concerning the influence of certain communication on the work motivation and job satisfaction. There are remarkable differences in estimating satisfaction with certain aspects of communication, too, and the higher the position level of the observed in the organizational hierarchy is the more positive attitude on communication as a motivational factor in communication satisfaction is.
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McKay-Nesbitt, Jane, and Sukki Yoon. "Social marketing communication messages." Journal of Social Marketing 5, no. 1 (2015): 40–55. http://dx.doi.org/10.1108/jsocm-04-2013-0021.
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Purpose – This paper examines how social marketing communication messages influence physical activity attitudes when a health organization is revealed as the message source. Design/methodology/approach – This paper examines how social marketing communication messages influence physical activity attitudes when a health organization is revealed as the message source. Findings – Results from three studies using experimentally manipulated messages (Studies 1 and 3) and real TV commercials (Study 2) suggest that work-framed social marketing communication messages may be more effective than fun-framed messages when the sponsoring health organization is disclosed, versus not disclosed in the ad. Research limitations/implications – This research extends the literature on source-effects on message effectiveness by suggesting that the type of message sponsor (i.e. a health organization) may influence attitudes toward the physical activity promoted in the message content. Practical implications – The results suggest that health organizations may be able to maximize communication effectiveness by employing work – rather than fun-framed messages, when it is evident that the message source is a health organization. When individuals are unaware that a health organization is the message source or when a non-health organization is the message source, fun-framed messages may be as effective for encouraging physical activity. Social implications – This research may assist health organizations to make the best use of their limited resources by providing guidance for the development of social marketing communication messages that encourage people to be physically active. Originality/value – Although source effects on marketing message effectiveness have been well established in the marketing literature, this study is the first to suggest that a health-organization message source interacts with work- versus fun-framed message content to impact the persuasiveness of messages designed to encourage physical activity.
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Luhn, André. "The Learning Organization." Creative and Knowledge Society 6, no. 1 (2016): 1–13. http://dx.doi.org/10.1515/cks-2016-0005.
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AbstractWhy do organizations need to learn? This question will be discussed in this article, as well as the definition and characteristics of learning organizations. The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations. The final chapter will get an outlook that future learning processes within networks will have a stronger role, since it allows a better understanding between intraorganizational and interorganizational learning processes. Purpose of the article: This article will lead you within the topic of learning organizations. It will set a first input to different approaches how a learning organization can be defined and get established.Through this the reader will get an impression that a common vision is very important for these approches. So this article will set a first trigger for the interested reader for learning organisazations. Methodology/methods: Literature study for creation of new knowledge due to scientific work.Scientific aim: The reader will get a comprehensive description of a learning organization based on Peter M. Senge “The fifth discipline” to understand how a learning organization differs from traditional organizations due to literatur study. The article will show that there is still a lot of research potential to create a role model concept for the implementation of a learning organizsation. Findings: Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. Furher more a common vision is very important to establish a learning organization. Conclusions (limits, implications etc): Core issue lies in questioning how learning processes of individuals and within organizations are working. The various concepts for “learning organization” describing organizational learning, to constantly expand the learning ability of organizations and, consequently, the skills to solve problems from individuals and organizations itself. Here the integrative approaches e.g. the fifth discipline try to close the research gap and clarify the phenomenon of organizational learning. (cf. Liebsch 2011:124). Due to the inconsistent research results further multifaceted approaches remain to gather further research results. As more people will be employed in organizations, communication will become a more important component within a learning organization. (cf. Unger 2002: 38). Different approaches showed the importance of communication within learning organizations as a fundamental component of those. Following the results of these concepts, it is important to promote collective learning processes so that organizational learning can occur. (cf. Unger 2002: 39). In future learning within networks will get a more and more important role, as it allows to forster the understanding between intraorganisational and interorganizational learning processes. (cf. Liebsch 2011: 124).
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Browning, Nicholas, Ejae Lee, Young Eun Park, Taeyoung Kim, and Ryan Collins. "Muting or Meddling? Advocacy as a Relational Communication Strategy Affecting Organization–Public Relationships and Stakeholder Response." Journalism & Mass Communication Quarterly 97, no. 4 (2020): 1026–53. http://dx.doi.org/10.1177/1077699020916810.
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This article conceptualizes organizational advocacy as a relational communication strategy by which organizations take stances on controversial, sociopolitical issues to signal shared commitment with key publics. The authors conducted a series of two-by-two experimental surveys—controlling whether an organization took a defined position (advocacy vs. silence) and whether it acted alone or in line with peers (leader vs. follower)—across both less partisan (Study 1) and highly partisan (Study 2) issues. Findings indicate advocacy is an effective relational communication strategy that strengthens organization–public relationships (OPRs) and increases publics’ support for the organization. Theoretical contributions and practical applications are discussed.
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Ivashova, Valentina, Yuliya Nadtochiy, Marat Anaev, Natalia Kazantseva, and Elizabeth Rozanova. "Intra-organizational communications as a factor of staff satisfaction with sustainable development work." E3S Web of Conferences 244 (2021): 11040. http://dx.doi.org/10.1051/e3sconf/202124411040.
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The article presents the results of a study of intra-organizational communications using the example of a Russian organization with a staff of more than 1000 people and an assessment of the impact of this factor on the level of staff satisfaction with sustainable development work. The empirical part of the study was carried out by the questionnaire method of 50% of the organization’s personnel. The data were processed using the SPSS Statistics program (version 21). Construction of a balanced and sustainable model of vertical and horizontal communications in the organization based on the needs of staff for information about the internal processes and external environment of the organization and its regular monitoring allows you to increase the efficiency of the communication process. Personnel satisfaction with the organization of the communication process is one of the indicators of the effectiveness of intra-organizational communications. It gives a positive correlation with the overall satisfaction of personnel with work. The communication activity of personnel and a high level of awareness show the involvement of employees in the development and adoption of managerial decisions of the organization and have a positive effect on their professional responsibility.
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Opitz, Marcus, Vidhi Chaudhri, and Yijing Wang. "Employee social-mediated crisis communication as opportunity or threat?" Corporate Communications: An International Journal 23, no. 1 (2018): 66–83. http://dx.doi.org/10.1108/ccij-07-2017-0069.
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Purpose Defending their employer on LinkedIn or attacking their organization on Twitter: a ubiquitous social-mediated environment allows employees of crisis-stricken organizations to reach out to a mass audience with only a few keystrokes. But is such employee social-mediated crisis communication an opportunity or a threat to their organizations? By developing the perspective of employees in contrast to consumers, the purpose of this paper is to investigate the impact of employee social-mediated crisis communication on organizational reputation. Design/methodology/approach An online survey experiment was conducted among 386 participants constituting the publics of an organization. Findings The findings demonstrate the importance of moderating effects of message framing (advocacy vs adversary) and medium (blog vs microblog). They show that in comparison to consumers, employees attacking their organization on social media, particularly via media such as blog, cause disproportionally more damage to organizational reputation. Research limitations/implications While the significant effects of employees’ adversary message might make them a threat for organizations, it is argued that the fact that employees are equally as effective as advocates for their organizations as consumers also constitutes an opportunity. Practical implications Organizations need to be cognizant of the threats posed by employees’ crisis communication as well as aim to reap opportunities offered by these credible communicators by considering strategies such as authentically integrating employees in the official crisis communication response. Originality/value By comparing the role of the two groups of stakeholders (employees vs consumers) in crisis communication, the study contributes to an important audience-centered perspective.
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Saputra, Rizky. "Penerapan Situational Communication Crisis Theory bagi Organisasi Dakwah dalam Menghadapi Situasi Krisis." JURNAL SIMBOLIKA: Research and Learning in Communication Study 6, no. 2 (2020): 190–201. http://dx.doi.org/10.31289/simbollika.v6i2.4172.
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This paper will discuss a theory in dealing with a crisis situation in the context of a da'wah organization in general, which of course will be different from the crisis context of a business company, both in terms of the type of issue or problem to the handling of the crisis situation. According to Coombs, there are five message strategies that are usually used in crisis communication, namely: (1) Non-existence strategies. This strategy is carried out by organizations that are not experiencing a crisis, but there are rumors that the organization is facing a crisis; (2) Distance strategies. Organizations that acknowledge a crisis are used and try to weaken the relationship between the organization and the crisis that has occurred; (3) Ingratiation strategies. This strategy is used by organizations in seeking public support; (4) Mortification strategies. The organization tries to apologize and accept the fact that there is a real crisis; (5) Suffering strategies. Organizations also show suffering as victims of those who are not happy with the organization and seek to gain public support and sympathy. The choice of crisis communication strategy must be considered by the da'wah organization that will carry out its crisis communication by still considering the situation, type of problem, and the scale or size of a crisis that occurs as well as the organization's ability to reach the choice of communication model.
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Phelps, Lonnie D., and Debbie D. DuFrene. "Improving Organizational Communication through Trust." Journal of Technical Writing and Communication 19, no. 3 (1989): 267–76. http://dx.doi.org/10.2190/ta62-kcqe-j3pw-8btp.
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Successful communication between persons within an organization is based on a foundation of mutual trust. Trust is explored through psychological/sociological avenues and finally through its implications for organizations. An atmosphere of trust can eliminate or minimize commonly prevailing communication barriers. Such barriers are classified as context-related (related to the communication environment or setting) and content-related (related to the message itself or the participants). Trust is a critical factor in overcoming communication barriers of both types. Organizational trust can be developed and improved by applying identified strategies. Individual relationships as well as organizational performance benefit from the establishment and maintenance of a trust atmosphere.
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Barker, James R., and Tom Dixon. "Communication, Organization, and Performance." Administrative Science Quarterly 44, no. 2 (1999): 436. http://dx.doi.org/10.2307/2667009.
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Masamura, Toshiyuki. "“Self-organization” through Communication." Japanese Sociological Review 40, no. 2 (1989): 121–36. http://dx.doi.org/10.4057/jsr.40.121.
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Seeger, Matthew W., Timothy L. Sellnow, and Robert R. Ulmer. "Communication, Organization, and Crisis." Annals of the International Communication Association 21, no. 1 (1998): 231–76. http://dx.doi.org/10.1080/23808985.1998.11678952.
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Türk, Abdullah, and Kağan Cenk Mızrak. "Bibliometric analysis of research in the field of organizational communication in the web of science database." Business & Management Studies: An International Journal 9, no. 3 (2021): 1173–85. http://dx.doi.org/10.15295/bmij.v9i3.1832.
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For organizations, communication is one of the most critical factors affecting their continuity, goals, and success levels. Organizational communication directs the relationship between internal and external stakeholders of the organization by taking a role in all organizational action and managerial processes. In this context, it also affects organizational outcomes. Effectively and efficiently channelling intra-organizational communication for organizational success is also effective in employees' understanding of their duties and responsibilities within the organization and activating their knowledge skills and abilities in line with the organisation's goals. At this point, it can be said that organizational communication adds mobility to businesses through self-expression. From this perspective, it understands the communication subject's development processes that play a crucial role for organizations in the literature and revealing its relationship with other variables will bring a systematic and holistic perspective to the relevant literature. With the bibliometric analysis method made for this purpose, it is aimed to create a perspective on how organizational communication offers mobility to businesses, the development, quality and quantity of the process. In this context; Distribution of studies on organizational communication by years, co-authorship of authors, co-authorship of organizations, co-authorship of countries, citation of authors, bibliographic coupling of documents, co-citation of authorship, co-citation of sources, co- The maps of occurrence of keywords were created, and the levels of contribution to the literature and the areas where the subject interacts were conveyed.
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Abome Bright, Olomu. "THE ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES ORGANIZATIONAL COMMITMENT." International Journal of Advanced Research 9, no. 08 (2021): 1109–24. http://dx.doi.org/10.21474/ijar01/13362.
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Purpose - The purpose of this paper is to determine the role of communication in enhancing employees organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees organizational commitment.Design/methodology/approach –The study utilized quantitative research methodology toinvestigatethe reason why employeescommunicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees organizational commitment can be improved through job enhancement together with matching the individuals values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling.
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Long, Shawn D., Sharon Doerer, and Oscar J. Stewart. "Virtual ethnography: corporate virtual diversity communication." Qualitative Research in Organizations and Management: An International Journal 10, no. 2 (2015): 175–200. http://dx.doi.org/10.1108/qrom-03-2014-1207.
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Purpose – Research examining organizational diversity has largely ignored the role corporate web sites play in establishing the tone for diversity in organizations. Serving as “electronic storefronts,” corporate web sites are typically the first point of contact individuals have with an organization. The purpose of this paper is to centralize communication as a critical tool in understanding the strategies corporations use to communicate their diversity philosophy, practices and policies. This virtual ethnographic study examines corporate web sites (n=100) across industries and sectors to capture the strategies organizations use to strategically communicate diversity to a variety of stakeholders. Design/methodology/approach – Taking a virtual ethnographic, this study examines 100 corporate web sites across industries to capture the methods organizations employ to strategically communicate diversity in their respective organization. Findings – Results from this ethnographic study reveal that organizations typically use three strategies in their diversity messages: impression management, persuasion and strategic ambiguity. Strategic ambiguity and the persuasive use of selling, telling and framing their diversity message are ubiquitous in corporate diversity communication. The use of these strategies may have a profound impact on how diversity is perceived within organizations. Implications for practice and research are discussed. Originality/value – This is one of the first social science/humanistic studies to examine diversity messages on corporate web sites and advances a conceptual framework for electronic diversity communication. Additionally, this project employs a virtual ethnographic approach, a novel, yet contemporary, method.
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Prichard, Craig. "The Organization of Organizational Discourse." Management Communication Quarterly 20, no. 2 (2006): 213–26. http://dx.doi.org/10.1177/0893318906291979.
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Stepanov, Valentin N., and Maxim A. Rybakov. "INFORMATION BARRIERS IN COMMUNICATION S AND THEIR OVERCOMING IN MILITARY ORGANIZATIONS." Verhnevolzhski Philological Bulletin 22, no. 3 (2020): 156–63. http://dx.doi.org/10.20323/2499-9679-2020-3-22-156-163.
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The article gives a systemic character of communications in a military organization based on existing regulatory framework and modern scientific, educational, reference literature on communication theory. The main attention is given to communicative activity in military organizations in terms of horizontal and vertical communications. The article gives a detailed analysis of the appearing of information barriers during organizational communication and ways of overcoming them. The authors underline the importance of the activity aimed at reducing the time for performing the tasks which the chief faces at the period of direct aggression threat(appearing of crisis situation) and in the war time without any decline in their performance. The article gives several steps and tasks for every step. That is:1) systematization and consistency in their performance ; 2)work out and probation of systemic model of service on organization works in the period of direct aggression threat (appearing of crisis situation) and in the war time; 3) nomenclature clarification of the normative and operational documents content ; 4) work out and approbation of methodical recommendations.
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Usodo, Junet, Ma'ruf Abdullah, and Zain Noktah Aslie. "KOMUNIKASI ORGANISASI (ANALISISPENDEKATAN MIKRO) DALAM PELAKSANAAN REBOISASI PADA KESATUAN PENGELOLA HUTAN PRODUKSI (KPHP) MODEL PULAU LAUT DAN SEBUKU." Al-KALAM JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 4, no. 1 (2017): 63. http://dx.doi.org/10.31602/al-kalam.v4i1.829.
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Research is one of the objectives of to overcome problem in a organization on this research writer set some limits trouble is as follows: corrupt communication organization that occurs in units of unity of production forest management (KPHP) model sea island and sebuku, and approach micro to organizations especially approach among members organization in the implementation of the reforestation in units of unity of production forest management (KPHP) model sea island and sebuku especially on the implementation of reforestation.The results of the study found that communicate and coordinate with stakeholders to to institutional strengthening so that the implementation of reforestation possible consistent with the objectives of to be achieved.Keywords: Organizational communications, Reboisation, forest production management
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Ayuh, Eceh Trisna, and Susi Nurfitriani. "Strategi Komunikasi Pelayanan Publik Terpadu Satu Pintu Kota Bengkulu." JOPPAS: Journal of Public Policy and Administration Silampari 1, no. 1 (2019): 41–47. http://dx.doi.org/10.31539/joppa.v1i1.955.
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The purpose of this study was to determine the organizational communication strategy used by the Office of Investment and Integrated Licensing Services at the One Door of Bengkulu City in an effort to improve public services, as well as to identify the obstacles that arise when implementing organizational communication strategies. The theory used in this study is the theory put forward by Karl Weick in 1969 in which organizations were not formed from structures and positions but from communication activities. This research uses a descriptive qualitative approach. Informants from the study consisted of 10 employees of the Office of Investment and Integrated Licensing Services of One Door Bengkulu City Government who were selected based on purposive sampling technique. Data collection techniques used in this study were interviews and observation. The results showed that the strategy used was building internal communication among members of the organization, building emotional closeness and increasing awareness of members of the organization, evaluating the performance that has been done, always being tolerant of the fellow members of the organization. Barriers that arise during communication are differences in the character of each person, frequent mutations and employee movements, lack of competent ability of some employees. Conclusion, if communication between organizations is effective, then all systems can run well, including in terms of public services.
 Keywords : Communication Strategies, Public Services, DPMPTSP
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Brummans, Boris H. J. M., Jennie M. Hwang, and Pauline Hope Cheong. "Recycling Stories: Mantras, Communication, and Organizational Materialization." Organization Studies 41, no. 1 (2019): 103–26. http://dx.doi.org/10.1177/0170840618819033.
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Religious non-governmental organizations (RNGOs) are becoming powerful organizational actors, but how are these organizations enacted through the communicative practices of their members? To address this question, this article offers a conceptual framework for investigating how the terse retelling of an inspirational organizational story, encapsulated in a mantra, contributes to materializing a Buddhist NGO’s ethos and worldview. The value of this framework is subsequently demonstrated through an in-depth naturalistic case study of a mantra’s constitutive force in the enactment of a large international Buddhist NGO that is increasingly focused on environmental protection. By showing how a mantra acts as a textualization, substantiation, and invocation device in mass, social media, and face-to-face communication, this study makes important contributions to the literature on the intersection between religion and organization as well as the communicative constitution of organizations.
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Permana, Rangga Saptya Mohamad, and Aceng Abdullah. "Kajian Struktur dan Komunikasi Organisasi Universitas Padjadjaran (Unpad)." Jurnal Komunikasi Global 7, no. 2 (2018): 120–35. http://dx.doi.org/10.24815/jkg.v7i2.10905.
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In 2016, Rector of Universitas Padjadjaran (Unpad) issued a regulation on the organization and working procedures of Unpad managers. In the framework of university management in a formal context, the academic community of Unpad involves organizational communication. Organizational communication is used primarily within the structural scope of university or faculty managers. The messages dissemination from leaders to subordinates, inputs and suggestions from subordinates to leaders, and exchange of messages between officials is done through organizational communication. The research method used in this study is a descriptive-qualitative method. Using documentation method, the author seeks to explain and focus on how the structure and communication of management organization in Unpad. The results of the study indicate that Unpad's organizational structure is included in the organizational structure carrying out organizational levels between two and three levels, called flat top organization structure. Based on the organizational structure chart, Unpad adheres to a form of centralization in its organizational structure. While organizational communication that can be applied to Unpad's communication structure includes internal communication within the organization and external communication to/from outside the organization which are based on Unpad's organizational culture, RESPECT.