Internal Communication, An Organization 's Performance And The Strength Of Its Organisational Culture

In any organization effective communication forms an essential part of the organization’s growth and progress. However, it has been seen that this is not always the case. This istrue in today’s globalized world when one has employees coming from different ethnic, cultural and religious backgrounds working together. If the reasons for communication failure are examined it has been found that they fall in four distinct categories. These are:

McCoy’s Building Supply Centers and Chick-fil-A are two 70 years old, successful companies withstanding the test of time. They continue to sustain growth and longevity through economic turbulence, and remain competitive with new and upcoming companies. What is the secret to their success one might wonder? As we examine each company, we begin to recognize the existence of a strong organizational culture. The organizational culture of a company is the anchoring core values, which permeates throughout the company and its employees (Schermerhorn, Osborn & Uhl-Bien, 2012, pp. 9).

McCoy’s Building Supply Centers and Chick-fil-A are two 70 years old, successful companies withstanding the test of time. They continue to sustain growth and longevity through economic turbulence, and remain competitive with new and upcoming companies. What is the secret to their success one might wonder? As we examine each company, we begin to recognize the existence of a solid organizational culture. The organizational culture of a company is the anchoring core values, which permeates throughout the company and its employees (Schermerhorn, Osborn & Uhl-Bien, 2012, pp. 9).

The interpretative view of organizational communication developed from a humanistic approach to organizational behavior. The approach views organizations as cultural centers that develop over time. Consequently, the cultural setting of an organization determines the relationship between the management and the employees as well as between the employees. The interpretive organizational communication approach centers on the nature of communication between human beings in their natural environments. Moreover, the approach seeks to establish communication between persons whose incentive to communicate develops from the desire to accomplish the goals that describe the organization.

The Lincoln Electric Company is a shining example of an effective organizational structure. In this analysis, summarized from Arthur Sharplin’s case study from 1989, several different aspects of the culture will be discussed and how they have propelled the company in to success. The first aspects will be the company’s mottos, long standing traditions and way of communication; afterward, the pay structure, including bonus programs and performance reviews and to conclude, the management style. The Lincoln Electric Company’s management and culture have been researched and referenced by many, nearly any company could benefit from at least one of the key aspects of the welding equipment manufacturing giant’s strong culture.

The research draws attention to key findings that the organisation fosters open communication and there is a strong commitment from top management towards employees. The communication channels applied most

Effective communication is an important aspect of the meaningful interaction between various collaborators. It helps stakeholders in an organization to advance ideas, establish common grounds, and build excellent interpersonal relations (Turner, Qvarfordt, Biehl, Golovchinsky, and Back, 2016). Effective communication is only possible if there is a comprehensive functional communication system. Blazenaite (2012) believes that a functional communication system model constitutes a valuable tool that helps in instituting practical support for effective communication in any organization. To analyze effective communication in an organization, we must consider organizational communication system and its effectiveness are enhancing good passage of information. Quality communication between employees and among students in a school workplace has a direct link to their mental wellbeing, job satisfaction, and performance and motivation among many other factors. Verma 2016 says that effective communication determines success or failure of an organization. Organizational communication takes different directions; horizontal, grapevine, and vertical. Examining the flow of information in an organization helps us to decipher patterns in poor communication and the comprehension of effective communication in an organization. The study intends to provide an overview and analysis of workplace communication as well as an accurate

In this report the research delivers the literature review and outline on the internal communication that affects the organisation behaviour, with particular emphasis on the how internal communication relates to the company P and G.

Due to these studies, it is now emphasised that good communications are vital for good management. With a standard of

There is no “one size fits all” when it comes to structure and culture within an organization since industries and situations can vary. Furthermore, if an organization wants to improve its effectiveness and performance, their organizational culture needs to be strong and provide a strategic competitive advantage when it comes to its beliefs, and values. Organizations can differentiate itself from one another by those that do not have structure and culture. It is important to know that employees in all organizations want to work in an environment of trust and respect where they

Intensively but also with a lot of fun, the last nearly one month’s learning journey on Organizational Culture and Communication is a totally refreshing experience for me. At this moment, I still cannot believe I have been in New Zealand for one month. Recalling the brand new life here at homestay, the study in the University of Waikato with more than 80 classmates I never meet before from different countries and background, and the last week’s A Night before Christmas outdoor event along with around 20,000 locals, etc. I am so overwhelmed and I realize what I am experiencing is just the application of what I learned from this course. Before this learning journey, I assumed it would not be that challenging and I could do it without so much effort. But the reality gives me a lesson that always being humble. Contrary to the education in China, the approach of teaching, the volume of reading, the demand for self-study, and the effort to be made is much more, which is beyond my expectations. Through all these diversified lectures, assignments, role-play and case study, my cognition about organisation have been keeping evolved. All the knowledge and skills I learned during this learning process have affected and will influence me since I embark my life, study and career here in New Zealand. To be more specified, this unique experience of taking this MBM paper will facilitate my adaptation and integration into this culturally and ethnically diverse country, as well as my career

The widespread attempts to manage organisational culture are founded on the theory that corporate culture can be used as a source of competitive advantage (Barney 1986, Ott 1989, Pfeffer 1994 and Wilkins and Ouchi 1983). Despite the proliferation of a range of studies that claim to have identified such a phenomenon (see Deal and Kennedy 1982, Johnson 1992, Kilmann et al. 1985, Krefting and Frost 1985, Mitroff and Kilmann 1984, Ouchi and Price 1978, Pascale 1985, Peters and Waterman 1982, Prahalad and Bettis 1986, Reed and DeFillippi 1990, Schall 1983, Schein 1985, Scholz 1987 and Weick 1985), the proposal that organisational culture is critical to organisational success is far from a fact. Through a critical examination of the various studies that form the backbone of the ‘organisational culture as critical’ argument, inherent flaws in assumptions, methodology and conclusions can be discerned, thus refuting the overarching argument.

Communication is such an important part of everyone’s daily life, not only in one’s personal life but also in organizations. Also now a day, we are becoming every year more and more global and working with different countries and cultures around the world. Henceforward, globalization is increasing, which makes communication a very important part of doing business internationally.

A white paper by Meng and Berger (2010), evaluated two research projects that reviewed methods to measure internal communication effectiveness. They reviewed the “…results of an international survey of 265 experienced business communicators worldwide…followed by insights gained through in-depth interviews with 13 diverse and experienced business communicators” (p. 1). In their analysis of the two research studies, Meng and Berger (2010) identified five key findings which are summarized in the following paragraphs.

Communication is an important skill for people to have in an organisation. Through the interpersonal communication (communication between two or more people) process, people can exchange information, create motivation, express feelings or apply penalties for inappropriate behavior, all within the workplace (Robbins, et al, 2009). According to Eunson (2008) people who lack communication skills in the organisation should be trained to deal with different situation that involve communicating effectively (p. 554). In response to Eunson (2008), this essay aims to prove why interpersonal communication is an important skill to have and how organisation can train employees and managers to use these skills within the workplace. Additionally, the