How to use organizational communication more effectively - Annotated Bibliography Example

Insert Annotated Bibliography: How to use organizational communication more effectively Fragale, Alison R. "Appeasing Equals: Lateral Deference in organizational communication." Journal of Communication management 12.3 (2012): 121-143. For most of the years past, status distribution and power variations among the members of the organization has always existed. It is natural that everybody desires more power which in organizations are hierarchical developments. The achievement of positions is through communication behaviors within the institutions and as such come in handy in determining the future and efficiency of operation. With regard to the fundamental advancement, human beings portray a unilateral assertive culture that is defensive in nature and willingness to yield to other’s opinions and preferences. The deference inherent in approaches can be perceived as in communication the art can be tapped to influence. It has the potential to bring change by driving perception required into organizational workers and be able to pull workforce in a given direction hence achieving efficiency through communication. Consistency in appeasing and the honoring recipient is the way forward because psychologically human beings yield to praise and acknowledgement than open rebuke. Within the aspect of communication are the varying means of communication, which are either nonverbal or verbal communication. It is in itself a variation. Non-verbal communication in a positive manner is the use of constriction, slouching, smiling, and patterns of the eye, which are in tandem with speeches conveyed verbally. There are theories dictating loss or competition expressing deference. It is a functional behavior. In addition to fighting for power, retaining status in a goal that most employees nowadays endeavor to achieve through deference in communication is frequently witnessed. The paper focuses on lateral and upward. Kaja, Mykkanen Markus and Tampere. "Organizational Decision Making: The Luhmannian Decision Communication Perspective." Journal of Business Studies Quarterly 5.1 (2014): 131-145. The paper focuses organizational communication that revolves around decision-making. In addition, the art of communication decisions made largely affect how they are made and promoted in an organization. In a bid to improve efficiency in operation and to consolidate the workforce, the paper gives an insight into communication. The efficiency derived from it and much of it how they affected performance. It art affects the whole group right from the to the lowest cadre employee. It looks at the concepts of communication and the inherent theoretical perspectives. It ascertains that the communication is the most individual part and is worth investing in, directing training and time into the articulation of the same. In respect to communication, it can be implemented by holding decisions, holding meetings, certain rites and documents. Organizations need relational type of order to perform its operation. The idea behind the tool is the revelation of decisions made to all the employees in an organization or a select few. The department that is tasked with the use and proper use of communication in many occasions is the public relations. Particular regard is given to internal public relation because they have the power to hold people together or set them on varying path. Effectively togetherness is a powerful tool when used for the positive appraisals in an organization. However, when not properly made satisfactorily tapped in for positively in brings down the entire structure within a blink. It is thus a vital tool and mastery of it is crucial for all employees. Keri K. Stephens, Ashley K. Barrett, & Michael J. Mahometa. "Organizational Communication in Emergencies: Using Multiple Channels and Sources to Combat Noise and Capture Attention." Human Communication Research 39.1 (2013): 230–251. This article focuses on the use of informational theory, source credibility and social presence in handling issues that deal with emergency in organization. The survey approach taken by the document reveals direct communication to employees using phone calls, text and face-to-face communication is a factor highly regarded in responding to emergency issues. Among the channels for communication, other forms of communication are less efficient compared to others and as such need the focus and analysis of organizational management. They will be tasked with coming up with what they find fit to boost employee response to such issues to foster profitability. The world currently is pro-technology. The utilization of phones and personal computers for communication is essential. When organizations are planning the use of technology to alert their employers, many factors are put into perspective. The policy with regard to the use of phones for communication requires permission from clients who in respect will choose to obey or not. The fuss in communication has led to a phenomenon where some messages are regarded as noise. People are learning to filter noise from communication which in respect, organizations should be in tandem with the perception of their employees about the use of technology to pass across a message. The paper reveals how information theory in respect determines the redundancy of information. The theory defines an aspect of communication in terms of noise, comprehensibility of messages, watering down of messages and the learning cycle of information. To avoid redundancy, synchronizing the use of various available channels, help to curb the boredom and overload of communication between management and its employees. Mishra Karen, Boynton Lois and Mishra Ane. "Driving Employee Engagement: The Expanded Role of Internal Communications." Journal of Business Communication 51 .2 (2014): 183-202. Transparency is a culture built through communication. Organizations make use of public relations professional to strengthen the use and articulation of internal communication of employees. The tools make prioritization an affair for all employees hence helps the management streamline the objectives towards the achievement of better market performance through customer satisfaction. To increase efficiency, there should be increased communication. Along time, silence is a recipe for explosion according to various researchers. They say communication soothes the heart and brings the body to be consistent with the mind. Management in respect can employ face-to-face approach in its communication, which is vital to finding the right mix of emotions and strength in workforce. At the heart of communication are trust building and a comfortable engagement with the employees. Trust enhances pride and enthusiasm in service delivery. Active communication in the efforts to woo employee into the drive of economic appraisal is a crucial affair. The influence the message that is packaged positively and in confidence building and comes from a manager is very influential. Treating internal employees as important public fosters their cooperation with the company and as such increase efficiency in delivering the business idea in the market niche. The article insinuates that all employees are public relations officers and how the organization makes of internal communication tool has a lot to do with the way they will speak to the audience off and on duty. Communication is managing reputation. It is inherently a factor of behavior than slogans, parting shots and punch lines. Reputation is a measure of financial market outcome, which has direct attachment to communication with customers. Schall, MaryAnn. "Organizational communication; Communication rules approach organizational culture." Administrative science Quarterly 28.1 (1980): 557-81. Communication rules are referred to as tacit understanding of choices and not laws. Communication rules do function normatively in that the communicators will not be aware of their option (560-61) identification and to synthesize was schall’s primary interest about n the communication rules in order to try to describe culture of any given organizational (653). An ethnographical research carried out by schall in large corporations to test the feasibility of communication rules. He majored on behavioral, principles for exerting power as well as influence (564) by using data collection procedures such as content analysis, participant observation, interviews, questionnaires as well as card sorts, she actually managed to identify the rules of communication and applied them to generate cultural explanation of two different work groups(653). Schall managed to set aside two sorts of communication principles or rules that is, formal rules as well as operative rules, operative principles stated that group members had to agree on what they were to do an on the other hand, formal principles were the once that described clearly in the corporate documents (579). The author combined the two principles or the rules to come up with a questionnaire amounting to 60 rule statements, which the group members responded to stating where there they are formal rules or operative. The article comes into conclusion stating that, subcultures were status based and cultural differences between the work groups reported earlier. Moreover, she was also able to find out specific areas of potential cognitive conflicts. Mumby, Dennis. "The political function of narrative in organizations." Communication monographs 28 (1987): 113-27. Mumby major areas of research were on political factions in most organizations giving much attention to the operation of narrative as legitimating device (113). According to him, the narrative was actually to reify power structures in any given group. His primary approaches were much based on political viewpoint in which he based his argument on political motivated production of a given way of perceiving privileges of the world stating specified interest over the others. The tension that he actually gave a lot of consideration was between what was current, the reading that was actually dominant, as well as what was not available that is, the reading that the reader actually constructed by himself or herself (114). He specified that the major points of concern as far as theories of ideology are concerned the domination of consciousness as well as production (117). The narrative is material intensification of ideology; that is why it is has an opportunity to work in this particular capacity. The narrative could actually give state the distinction between the fact and fiction (118). Basing on a given version of reality and hence amounting to consciousness of employees in the organizational (122,125). He also critically analyses his particular theory by basing on storytelling in the organization in respect to Anthony Godden’s three ideological functions, they actually included things like; denying contraction, representation of particular interest as universal, and he finally neutralized the present through reification he also added another rule in which the ideology served as a way of control. Joanne, Orlikowski Wanda J. and Yates. "Genre Repertoire: The Structuring of communicative practices in organizations." Administrative science Quarterly 39 (1994): 541-74. Orlikowski and Yates as an organizational structure that is intended to provide a new view or shape to the social work define the genre. They found that organizations primarily employ multiple genres. According to them, organizational activities, information relating to communicative procedures and work of any given group can be found by critically analyzing the organizational genre repertoire (542).in addition, it actually interacts in two ways that is, they can actually overlap as well be interdependent. They also change over a particular time because of inadvertent operation of the group members (544). They also did a research about the computer language designers socializing electronically, studying their genre set and the purpose of a given genre over a specified time. They also managed to identify three types of genres that are, proposal, the dialogue and the memo including one genre system, which is the ballot. They also concluded that there was no discussion formally that transpired between the designers as per their organization. However, that they actually opted for paper genres for the electronic environment. Finally, they concluded that the genre is very helpful as organizational means as well as ways to find out the existing relationship between social work and the organizational discourse. Adler, Nancy. International Dimensions of Organizational Behavior. Cincinnati: South-Western College Publishing, 1997. Adler applies Hofstede’s theory to real world business interactions that happen in multinational and international corporations. Adler begins to debate about variations in orientations of culture all along with six dimensions, which include human relations, time, activity, space, individual, world, and how these variations influence an organization. The aspect of management in organizations globally is dealt with Adler by addressing conflict and negotiations, multicultural team dynamics, cultural problem-solving, decision-making and leadership. At the end, Adler discusses the subject of germane to those working in corporations that are international, for instance, adjustment to a country that is foreign, spouse transition from his or her perspective globally, home country reentry, disadvantages and advantages of a career globally. In addition, Adler provides instances that are correct in both interactions of business that are not heading to the right direction and interactions of business that are heading towards the required directions. On the other hand, she enlightens the core reason underlying ideas of religion as stated in the dimensions of culture by Hofstede. Adler also examines problems that are common in business across cultures and provides both current and future solution to the analyzed problems. Moreover, she provides recommendations that will aid in enhancing the solutions provided. She also provides sanctions for improving the effectiveness in terms of cross-cultural. However, Adler, on the other hand, differs from Hofstede in her highlighting on situations that are intercultural in the world of business and particularly on the management that are cross-cultural. Ulijin, Jan. Translating the Culture of Technical Documents: Some Experimental Evidence. New York: Prentice-Hall, 1996. On the book, a report by Ulijn on research that analyses the variation on information of expectations presentation of Romance and Germanic speakers language. In the research, Ulijn nursed a group of engineering students of Dutch, who interpreted operating set of instructions from Dutch to French i.e. the other group’s language. Similarly, a group of engineering students of French translated similar guidelines from French to Dutch. Both group of students then analyzed the instructions in the two sets. The native speakers produce one set of instructions while non-native speakers generate the other sets of instructions. In the circumstance of instructions that are translated, the students of French, produced instructions of Dutch language written with the expectations of French in favor of presentations that are technical such as sentences that are longer starting with simplifications and moving to those that are specific. On the other hand, students of Dutch created instructions of French language replicating form of Dutch expectations. This research puts an effort with regard to cultural prototypes or form expectations influences how individuals observed written documents in the language of their own. The result study point that prototype that are stylistic exist in the documentation that are technical and are attached to divisions in national culture than the culture that is professional. Despite its careful information presentation and detailed explanation and overview of research factors, the article gives experimental evidence on the influence of communication cultural expectations on preferences that are rhetorical along cultural lines. Deborah, Andrews. Persuasion and Proving: Technical Communication in the Global Community. Upper Saddle River, NJ: Prentice, 1998. The code switching of intercultural interaction strategy is supported by Andrews. Andrews’s advices are studying first about an audience by examining the behavior of meta-patterns in a culture, and then evaluate the reasons underlying historical or cultural differences to forestall the rhetoric or stylistic expectations of the audience. The writer should first use the prototype to create authority, and thereafter encourage the audience through giving information that is consistent to those patterns. The cultural norms for stating facts versus opinion voicing should be known by the author e.g. degree of directness. The author must use legitimate or good reasons conferring cultures since audience need points that are necessary to be given frequent failure of which renders the point inconsequential. Andrews caution writers from relying assumptions and about foreign audience generalization, for dissimilar cultures, have worldviews that are different to assumptions that are differing about reality. The world’s views variations mean that what is considered in one culture to be an obvious might be new information to another culture. Andrews finalizes the chapter by detailing that encouragement is in art. Through studying other cultures, writers can generate a discussion that is real and beautifully attractive, both characteristics can be important to captivating over the international audience. This article is important since Andrews major on the code-switching strategy as stated in a later entry. Works cited Adler, Nancy. International Dimensions of Organizational Behavior. Cincinnati: South-Western College Publishing, 1997. Deborah, Andrews. Persuasion and Proving: Technical Communication in the Global Community. Upper Saddle River, NJ: Prentice, 1998. Fragale, Alison R. "Appeasing Equals: Lateral Deference in organizational communication." Journal of Communication management 12.3 (2012): 121-143. Joanne, Orlikowski Wanda J. and Yates. "Genre Repertoire: The Structuring of communicative practices in organizations." Administrative science Quarterly 39 (1994): 541-74. Kaja, Mykkanen Markus and Tampere. "Organizational Decision Making: The Luhmannian Decision Communication Perspective." Journal of Business Studies Quarterly 5.1 (2014): 131-145. Keri K. Stephens, Ashley K. Barrett, & Michael J. Mahometa. "Organizational Communication in Emergencies: Using Multiple Channels and Sources to Combat Noise and Capture Attention." Human Communication Research 39.1 (2013): 230–251. Mishra Karen, Boynton Lois and Mishra Ane. "Driving Employee Engagement: The Expanded Role of Internal Communications." Journal of Business Communication 51 .2 (2014): 183-202. Mumby, Dennis. "The political function of narrative in organizations." Communication monographs 28 (1987): 113-27. Schall, MaryAnn. "Organizational communication; Communication rules approach organizational culture." Administrative science Quarterly 28.1 (1980): 557-81. Ulijin, Jan. Translating the Culture of Technical Documents: Some Experimental Evidence. New York: Prentice-Hall, 1996. Read More