Organizational Communication - Research Paper Example

Organizational Communication Key Words: Organizational Communication, Nature of communication, Communication,1. Identify the sources of organizational communication changes.Culture Technology, for instance, Email networks or other computer supported social networks (CSSNs) (Murshed & Hossain, 2009). Employees’ diversity and demography (Bair, 2009) Organizational hierarchy/structure (Murshed & Hossain, 2009) 2. Discuss what aspects of organizational communication have not changed. Why? The organizational communication aspects that have not changed despite corporate world experiencing varied technological knowhow alterations include nature of communication and communication content.

The latter aspect encompasses how people in the working setting relay their compliments or criticisms. This aspect varies across genders due to their varied cultures, which they have experienced (Ching-H, & Hung-Wen, 2008). Hence, being the reason why it aspect has not changed to the present. The absence of complements is dominant among the male gender compared to the women because of their individual and diverse enculturation. Therefore, constant complimenting turns out to be a challenge especially among numerous males because they have to conform to what corporations advocate in effort to motivate other workers.

Nature of communication aspect focuses on the proportion of time spent by the employees talking as well as listening. This aspect also varies across genders contrary to the workplace’s varied levels, which define an employee’s position. Studies reveal men tend to be poor listeners compared to the female gender whereby the latter excels in both (listening and talking). Males fail because of their culture and ego where the latter prompts them to act as “knowing it all”. 3. As a change manager, how would you implement the change?

The first step would entail acknowledging cultural diversity, which characterizes organization’s employees (Bair, 2009). Therefore, I will initiate training on professional communication across cultures (Marques, 2010). This is to equip the professionals with adequate social intelligence meant to have high tolerance levels and open-mindedness especially when mingling with workers from other cultures (Goodman, 2012). These skills will also enable them to have successful co-existence once the inception of the intended change commences, hence contribute actively to the attainment of the corporation’s goals.

ReferencesBair, J. (2009). Diversity. Central Penn Business Journal, 25(45), 31-31. Retrieved from http://search.proquest.com/docview/236275619?accountid=35812Ching-H. L. & Hung-Wen L. (2008). Cross-cultural communication. Review of Business Research, 8(6), 138-142, 5p.Goodman, N. (2012). Training for cultural competence. Industrial and Commercial Training, 44(1), 47-50. doi: http://dx.doi.org/10.1108/00197851211193426Marques, J. F. (2010) Enhancing the quality of organizational communication: A presentation of reflection-based criteria.

Journal of Communication Management, 14(1), p.47-58.Murshed, S. T. H. & Hossain, L. (2009). Organizational Communication Networks and its Structural Changes Correlates to Organizational Disintegration. Journal of Decision Systems18(3).