Organisational Communication
What is organisational communication?
“The key to success and productivity within an organisation is effective internal communication through the presence of informal and formal communication channels . Organisational communication can be defined as the process of sending, receiving and interpreting messages between units within a functioning organisation. In order for an organisation to reach their objectives, it is vital to build a supportive workforce through the use of communication between management and employees. According to Francis (1989) organisational communication is developed to achieve two goals, to inform employees about their duties/about the projects and issues of the organisation and to create a positive workplace within the organisation . Effective communication can strengthen relationships with key external stakeholders and ultimately build a climate of support making it easier to fulfil corporate missions.
Organisational communication as a field of practice is underpinned by several theoretical perspectives. There are various theories and perspectives regarding organisation communication, however, the most established and recognised theories are the Scientific Management, Human Behaviour/ Relations, Systems perspective and Cultural perspective. Each perspective and the theorist’s views on how an organisation and their internal publics should interact and communicate have conflicting ideas and implications. Due to these factors and the sheer size of each perspective, only the Human Relations perspective and the theories of Follett, Maslow, Mayo and McGregor will be examined in this report.
Overview of HRP
The Human Behaviour perspective on organisation communication was established in 1930 and developed until 1965, providing one of the most significant contributions to organisational communication, both at the time of development and in today’s modern society. The goals of the Human Relations approach involve protecting
“The key to success and productivity within an organisation is effective internal communication through the presence of informal and formal communication channels . Organisational communication can be defined as the process of sending, receiving and interpreting messages between units within a functioning organisation. In order for an organisation to reach their objectives, it is vital to build a supportive workforce through the use of communication between management and employees. According to Francis (1989) organisational communication is developed to achieve two goals, to inform employees about their duties/about the projects and issues of the organisation and to create a positive workplace within the organisation . Effective communication can strengthen relationships with key external stakeholders and ultimately build a climate of support making it easier to fulfil corporate missions.
Organisational communication as a field of practice is underpinned by several theoretical perspectives. There are various theories and perspectives regarding organisation communication, however, the most established and recognised theories are the Scientific Management, Human Behaviour/ Relations, Systems perspective and Cultural perspective. Each perspective and the theorist’s views on how an organisation and their internal publics should interact and communicate have conflicting ideas and implications. Due to these factors and the sheer size of each perspective, only the Human Relations perspective and the theories of Follett, Maslow, Mayo and McGregor will be examined in this report.
Overview of HRP
The Human Behaviour perspective on organisation communication was established in 1930 and developed until 1965, providing one of the most significant contributions to organisational communication, both at the time of development and in today’s modern society. The goals of the Human Relations approach involve protecting