ETD Collection

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Subject: search.filters.subject.Organisational communication

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    The perception and experiences of employees about the nature of communication in the North Rand region of the Department of Social Development.
    (2012-06-29) Matema, Tsholofelo Glodia
    Organisational excellence stems from the dedicated commitment of peoplewho are motivated to work together and share similar values and visions about their results of their efforts. Organisational communication is linked to managerial effectiveness, the integration of work units across organisational levels and job communication satisfaction. The Department of Social Development can review their levels of communication and the interpersonal relationship in a bid to address their quality of productivity, satisfaction of employees, communication flow, and protocol and to bring changes in the life of the organisation. The success of an organisation is based on the communication levels, flow of information and how people interact. Communication systems within organisations, both human and technological, are responsible for creatively solving increasingly complex problems. The researcher has observed that lack of communication hampers service delivery and production in the Department of Social Development. The study focuses on the perceptions and experiences of employees about the nature of communication at the Department of Social Development in the North RandRegion. A qualitative research approach that was exploratory in nature was followed. The main aim of the study was to determine how the existing communication protocol and communication channels are utilised in the Department of Social Development. Asemi-structured interview schedule and questionnaire were used as research instruments. The methods of data collection were face-toface interviews with 10 participants and questionnaires consisting onlyof open-ended questions that were completed by eight individual respondents. The population for the study was employees of the Department of Social Development in the North Rand Region. The sample represented employees from top management, middle management, line management and junior staff who have been in the employment of the Department of Social Development for more than six months. The study revealed that there is a lack of understanding of relationship roles and that employees communicate without understanding and sometimes they do not seek clarity. All parties involved must be proactive, clear messages should be communicated to all employees, employees have first to seek understanding, allow questions and provide clarity and attempt to understand the relationship role between manager andsubordinate. However, misunderstanding and misinterpretation were identified as major contributing factors to effective communication.
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    Readiness for organisational change, resistance toward organisational change, behavioural support for organisational change and demographic characteristics : how they relate to a corporate social networking site change initiative.
    (2012-06-20) Borrageiro, Bonita
    Within the working environment, the attitudes and behaviours individuals display toward change are a fundamental part of whether change initiatives succeed or fail. In a growing world of computer-mediated communication, social networking sites are being incorporated into the corporate arena to better communication and functionality. Yet it still remains as a change initiative. This research report looked at whether readiness for organisational change, resistance toward organisational change and behavioural support for organisational change related to the perceptions and usage of a corporate SNS. Similarly demographic characteristics were also explored. Correlations, ANOVAs, a Chi squared, a Multiple Linear Regression and a Moderated Multiple Regression were conducted. The sample consisted of 118 participants of which, 65% were female, 59% were white, 49% were married and the 69% were under 49 years of age. The researcher found that readiness and behavioural support for organisational change related positively to the perceptions of the SNS whereas resistance to organisational change did not. Race significantly related to the perceptions of the SNS and SNS usage significantly related to the SNS uptake data categories. Conclusions and recommendations are also presented.