Credibility affect communication in the organization

at
Categories
Tags

 

How does source credibility affect communication in the organization?
What approaches to management are present in the organization?
How do power and status affect communication in the organization?
How would you describe the culture of the organization? What is the effect of the culture on the employees, business, partners, and market?
How do all of the above affect communication relating to change and conflict?

 

Sample Solution

Credibility affect communication in the organization

Source credibility is a term commonly used to imply a communicator`s positive characteristics that affect the receiver`s acceptance of a message. Source credibility is extremely important to an organization and weighs heavily on the communication in the organization. An organization`s culture defines the proper way to behave within the organization. This culture consists of shared beliefs and values established by leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding. A great company culture can inspire employees to be more productive and positive at work while reducing turnover. Understanding of culture will affect an organization`s ability to enter a local market, develop and maintain business relationships, negotiate successful deals, conduct sales, conduct marketing and advertising campaigns, and engage in manufacturing and distribution.

Human Resource Management (HRM) holds the most responsibility in ensuring equality and diversity objectives are achieved in the workplace. Diversity objectives are aimed at integrating different characteristics – such as, gender, race and age – into the organisation (Geber, 1992; Noon and Ogbonna, 2001). Equality objectives are to avoid discrimination and to treat all the same (Webb, 1997). The objectives of HRM, diversity, and equality are strongly aligned as they are all focused on the management of the “people resource” (Kirton and Greene, 2016). However, in reality HRM often falls short in achieving diversity and equality objectives. Guest’s (1987) model of HRM considers four dimensions; strategic intention, commitment, flexibility and quality. This essay will explore each dimension in Guest’s (1987) model and the extent to which they ensure equality and diversity at work.

HRM evolved when an increase in business competition resulted in a re-examination of the organisation’s resources (Kirton and Greene, 2010). This led to an understanding that the “people resource” in the organisation needs to be managed correctly. HRM’s goals are to ensure employees are motivated in their work and that they recruit and train the “right’ employee (Guest, 1987). The “right” employee is someone who is motivated by; stimulating work, above-average pay and conditions, high levels of autonomy and have training opportunities. If the HRM department successfully achieves their goals, the organisation will then have motivated and committed employees with increased productivity which ultimately makes the organisation more competitive (ibid.).

Strategic Intention

The first dimension in Guest’s (1987) model is strategic intention. HRM goals need to be fully incorporated into the organisation’s strategic planning in order to gain the benefits (Wilson, 2007). If the organisation’s strategic goals take into consideration HRM initiatives, then there would be the potential for equality at work. However, this is often not the case.

To integrate HRM into the strategic planning requires help from the full organisation rath

This question has been answered.

Get Answer
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!
👋 Hi, Welcome to Compliant Papers.
Hi, how can I help?