Download Auditing Organizational Communication: A Handbook of by Owen Hargie PDF

By Owen Hargie

Auditing Organizational conversation is a completely revised and up-to-date re-creation of the profitable Handbook of communique Audits for Organizations, which has validated itself as a middle textual content within the box of organizational conversation. study reports constantly express the significance of potent conversation for enterprise good fortune. in addition they underscore the need for firms to install position proven options to permit them to systematically degree and visual display unit their communications. This Handbook equips readers with the important analytic instruments required to behavior such assessments.

Owen Hargie, Dennis Tourish and exceptional individuals drawn from either and academia:

  • provide a entire research of analysis, idea and perform relating the communique audit approach
  • review the most concepts confronting businesses embarking on audit
  • discuss the advantages and demerits of the ways available
  • provide case stories of the verbal exchange audit technique in action
  • illustrate how findings may be interpreted in order that appropriate techniques could be framed
  • outline how studies emanating from such audits could be constructed.

This moment version arrives at a time of substantial becoming curiosity within the quarter. a wide quantity of analysis has been released because the final version of the e-book, and the textual content has been comprehensively up-to-date by way of reviewing this wealth of information. moreover, new chapters on social community research and auditing the verbal exchange revolution were extra, including new case research chapters illustrating audits in action.

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Extra resources for Auditing Organizational Communication: A Handbook of Research, Theory and Practice

Sample text

This group involved top management and institutionalized their personal involvement in the programme. Other steps were as follows: • • • A quarterly video news magazine was produced, allowing management to present detailed business information if not in person, then at least on camera. This was shown during working hours in scheduled meetings, and served as a launch pad for face-to-face discussions between supervisors and staff. Face-to-face meetings were held. Managers met with randomly selected small groups of staff, with the express purpose of facilitating open discussion on highly sensitive issues.

The evidence reviewed here suggests that organizations employing positive communication policies would be better positioned to reap significant competitive benefits. The corollary is also true: poor communications programmes will contribute to lost competitive edge. Thus hierarchical and autocratic models of management run counter to what the available evidence suggests is most effective. Nor do the data suggest that practices such as ‘downsizing’ yield returns on bottom line financial indicators.

A crucial stage in their development was intense communication within the ranks of senior management, with employees and with customers. For example, a senior representative from the corporate communications team served in the change process group, managers were trained in the communication aspects of the changes being implemented (including how to handle employees’ emotions), and formal communication plans became part of the implementation process (Forman and Argenti, 2005). The basis for long-term executive compensation was changed, so that it relied one-third on employee measures, one-third on customer measures and one-third on traditional investor returns.

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