By Owen Hargie

Auditing Organizational verbal exchange is a completely revised and up-to-date re-creation of the winning Handbook of verbal exchange Audits for Organizations, which has tested itself as a center textual content within the box of organizational communique. study reviews always express the significance of potent verbal exchange for enterprise good fortune. additionally they underscore the need for agencies to install position confirmed thoughts to permit them to systematically degree and display screen their communications. This Handbook equips readers with the very important analytic instruments required to behavior such assessments.

Owen Hargie, Dennis Tourish and unusual participants drawn from either and academia:

  • provide a accomplished research of analysis, concept and perform concerning the communique audit approach
  • review the most recommendations confronting companies embarking on audit
  • discuss the benefits and demerits of the ways available
  • provide case reports of the verbal exchange audit technique in action
  • illustrate how findings could be interpreted in order that compatible concepts might be framed
  • outline how reviews emanating from such audits can be constructed.

This moment variation arrives at a time of substantial becoming curiosity within the region. a wide quantity of study has been released because the final version of the ebook, and the textual content has been comprehensively up to date via reviewing this wealth of information. moreover, new chapters on social community research and auditing the communique revolution were additional, including new case learn chapters illustrating audits in action.

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

Sample text

The implications of this become clear when we consider the issue of change management. Increasingly, communications programmes are dominated by the management of change (Carnall, 2007). Change is also rampant, as a study by Worrall and Cooper (2006) demonstrated. They surveyed 1541 UK managers and found 89% had experienced some form of organizational change in the previous year. In fact, over half had gone through more than three major changes in that timeframe. Given the data on the importance of employee commitment, and the degree to which managers themselves admit its importance, one might expect that these changes were geared at promoting better workplace relationships and enhancing employee participation, engagement and commitment.

2006). These issues are of fundamental importance. As Argyris (1998) has argued, questions such as morale, satisfaction and commitment need to be viewed as a vital concern in human relations policies – but they are not decisive. That pole position is reserved for business performance. The evidence on this issue strongly suggests that positive communications programmes improve overall performance – a further justification for utilizing communication audit methodologies as the first stage towards benchmarking and then securing further improvements.

The evidence on this issue strongly suggests that positive communications programmes improve overall performance – a further justification for utilizing communication audit methodologies as the first stage towards benchmarking and then securing further improvements. It is to a detailed consideration of this evidence that we now turn. COMMUNICATION AND ORGANIZATIONAL EFFECTIVENESS Organizations that treat their people well, and that communicate with them fully and forthrightly, do better in the marketplace.

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