Effective Internal Communication Research Articles

Adaptation, Official Development Assistance, and Institution Building: The Case of the Caribbean Community Climate Change Centre

The Caribbean Community Climate Change Centre was launched in 2005, culminating a process that included three precursor projects: Caribbean Planning for Adaptation to Climate Change (1997–2001); Adapting to Climate Change in the Caribbean (2001–2004); and Mainstreaming Climate Change (2003–2009). Each benefited from multiple sources of official development assistance (ODA), clearly defined tasks, and leadership from the region’s scientific and technical communities. Shared goals and principles across the projects included: use of bottom-up participatory methods; building the technical capacity of national and regional institutions; mainstreaming adaptation in economic development programs; and partnering with governmental, non-governmental, and private sector organizations. This article applies concepts from the global environmental politics literature on interplay, environmental policy integration, and regional governance to trace the institutionalization of the Centre. Fifteen semi-structured interviews and reviews of project documents reveal how the Centre built capacity to plan and manage projects, act as a regional hub for technical support and data, participate in the multi-level political interplay required to secure ODA, while exploring other funding sources; and the extent to which it has been able to maintain its commitment to bottom-up, participatory methods, effective internal and external communications, social assessment, and monitoring and evaluation of projects.

The Influence of Internal Communication and Work Discipline on Employee

This study empirically tests whether internal communication and work discipline are applied to realize employee performance at PT. Duta Putra Sejahtera, Jakarta. This study uses a qualitative descriptive method with data collection techniques, namely observation, and distribution of questionnaires/questionnaires. The data analysis techniques used were validity and reliability tests, classic assumption tests (normality test, heteroscedasticity, and multicollinearity tests) along with multiple linear regression analysis, and simple linear regression analysis that was processed using SPSS 20. Sixty-five respondents using the saturated sample method. Internal communication significantly affects employee performance with a significant figure of 0.000 t table 1.669. Work discipline significantly affects employee performance with a significant number of 0.751 t table 1.669. The effect of Internal Communication (X1) and Work Discipline (X2) on Employee Performance (Y) has a significant effect simultaneously. It can be seen that the f count is with a significant level of 0.000 3.99). Thus the test results show that Ho is rejected and Ha is accepted. It indicates that together (simultaneously), the independent variables (internal communication and work discipline) have a significant effect on the dependent variable (performance).

Examining the Effects of Internal Communication and Emotional Culture on Employees’ Organizational Identification

As one of the first empirical attempts investigating the emerging role of positive emotional culture within organizations, the study examined how a symmetrical internal communication system and leaders’ use of motivating language contribute to fostering a positive emotional culture featured by joy, companionate love, pride, and gratitude. Furthermore, the study examined the linkage between a positive emotional culture and employees’ organizational identification. A quantitative online survey was conducted with 482 full-time employees in the United States. Results showed that both symmetrical internal communication and leaders’ use of motivating language, including meaning making, empathetic, and direction-giving languages, induced employees’ perception of a positive emotional culture of joy, companionate love, pride, and gratitude, which in turn enhanced employees’ organizational identification. Positive emotional culture fully mediated the impact of corporate and leadership communications on employee identification with the organization. Theoretical and practical implications of the findings are discussed.

An Assessment of the Challenges of Internal Communication and Its Relationship to Successful Product Implementation in a Commercial Bank

When internal communication is not efficient and effective in an organisation, it can lead to low product uptake, disconnect between knowledge of products and services on offer, bad customer experience and even penalties and sanctions due to lack of proper information flow on product pricing and modifications. It is on this basis that this study aimed at assessing the challenges of internal communication and its relationship to successful product implementation at Stanbic Bank Zambia. A quantitative approach was used in the study and data was collected using a survey questionnaire that was administered to bank staff. The researcher received responses from 41 staff. The data was analysed using Pearson correlation coefficient and P-value analysis with the Statistical Package for the Social Sciences (SPSS version 16.0) and Microsoft Excel. This involved the use of frequencies and percentages on relevant data, as well as the application of Pearson correlation and two tailed significance (0.05 level of significance) tests on necessary variables identified in the hypotheses. The independent variables that were analysed in relation to effective communication included: biological factors that are gender and age, communication skills, social systems (department/branch and time with the bank), technology/channel used and feedback. Whereas the dependent variable was effectiveness of internal communication. Through analysis of data and correlation of variables it was found that biological factors and social systems did not have significant influence on effectiveness of the internal communication, while communication skills of sender or receiver, technology or channel used to communicate and feedback in the communication process all had significant influence on the effectiveness of internal communication.

Examining the role of internal communication and employee engagement in Cyprus-based medium-sized organisations in times of challenging strategic changes

In response to the 2013 financial crisis in Cyprus, employers made uninformed decisions to downsize and restructure as techniques for maximising profit and decreasing cost. The employers did not consider the change management issues associated with change. The purpose of conducting this study is to: a) examine the employees' perceptions to determine whether there exists any relationship between internal communication and employee engagement in medium-size organisations during challenging economic conditions; b) determine the impact of internal communication on the employees' engagement. Using the purposive sampling technique, 343 participants were recruited. In this qualitative study, a thematic analysis of the interview responses was conducted to help in retrieving insightful information from the collected data. Applying pattern coding facilitated in proving that the hypotheses should be accepted. The findings of the study were that the top management in medium-sized organisations should use effective internal communication and employee engagement to support strategic change.

Communication in Banking Sector: A Systematic Review

Background: Effective banking communication strengthens the relationship between customer, suppliers, stakeholders, manager, client, employees and board of directors. Banker’s experience on banking communication enhances banking system, employee’s behavior and core banking services facilities management. Banking communication improves organizational effectiveness through training, knowledge management, risk management, internal control system and data security management. In modern era, communication channel is transformed into electronic channel promoting e-banking which includes internet banking, mobile banking and e-payment system. Moreover, clerical work shifted into electronic form, which cut costs and satisfy customer.
 Objectives: This paper explores how banker’s experience effects on banking communication in commercial banks, which enhances their understanding level and determines effective communication in workplace.
 Methods: Extensive desk reviews followed by related literature werecarried out to gain better insight regarding the field of study.
 Findings: With the passage of time, computers and technologies have changed the traditional method of communication system. Banks are now using windows, world processing system, excel, computer operating system, DOS, database management system, data planning and database design, data security, internet, intranet, extranet service and email system which increase working performance.
 Conclusions: Bank managers need to understand importance of communication skills in order to increase effectiveness of internal communication between manager and employees.
 Implications: Commercial banks of Nepal requireto update in their communication practices and strategies in order to build proper channel which would help in communication between employees and management.

РОЛЬ ОРГАНІЗАЦІЙНИХ КОМУНІКАЦІЙ ДЛЯ ЗАБЕЗПЕЧЕННЯ ЕФЕКТИВНОСТІ ДІЯЛЬНОСТІ В УМОВАХ СУЧАСНОГО БІЗНЕСУ

Анотація. У статті подано визначення внутрішніх комунікацій, які покликані дати можливість працівникові зрозуміти корпоративну культуру, цілі і цінності організації. В статті виділено основні ознаки ефективних внутрішніх комунікацій: інформативність; ясність; своєчасність; незалежність і неупередженість; лаконічність. Водночас, визначено якості працівників, які займаються формуванням внутрішніх комунікацій, а саме: відкритість, чесність, здатність до діалогу. У роботі розглянуто канали внутрішніх комунікацій: вертикальні, горизонтальні та внутрішні.
 Особливу увагу приділено системі внутрішніх комунікацій, яка є комплексом інформаційних каналів, що дають можливість надавати дані ділового, інтелектуального і емоційного характеру всередині організації між співробітниками. Розглянуто основні інструменти внутрішніх комунікацій: інформаційні, комунікативні, аналітичні і організаційні. Виділено основні аспекти оцінки дієвості системи внутрішніх комунікацій, а саме кількість комунікаційних каналів; якість виконання робіт, які вимагають одночасної замученості різних підрозділів; кількість проміжних ланок при передачі інформації; своєчасність розповсюдження інформації; наявність балансу між вертикальними і горизонтальними комунікаціями всередині компанії, між документованими і формальними засобами; стан соціально-психологічного клімату в колективі; кількість неформальних комунікацій. Висвітлено питання аудиту внутрішніх комунікацій, ефективність якого і ставлення до якого персоналу всіх категорій багато в чому залежить від того, які дії зроблять менеджери за його підсумками, а також від ступеня прозорості і доступності результатів.Дане питання потребує подальшого вивчення з метою деталізації процесу побудови організаційних комунікацій.

CONCEPTUAL EXPLORATION ON INTERNAL COMMUNICATION AND ORGANIZATIONAL IDENTIFICATION AS DETERMINANTS OF EMPLOYEE PERFORMANCE

: Recent studies indicate internal communication and organizational identification are the pressing needs of organizations to achieve employee performance and organizational effectiveness. Despite an extensive number of studies, the concepts of internal communication and organizational identification and their link to employee performance are still understudied particularly on the impact of organizational effectiveness. Understanding the mechanisms by which internal communication influences employee performance also remains scarce in the literature. Thus, this paper is prepared to ascertain the influence of two factors; internal communication as the communication factor and organizational identification as the social factor in terms of enhancing employee performance. A wide-ranging search of the three concepts is explored, examined their relationships and proposed with an underlying mechanism for the relationship. Adopting symmetrical internal communication, social identity and social exchange theories from the perspective of employee communication behavior, this paper reviews and analyses the effects of internal communication and organizational identification on employee performance by providing an integrative conceptual framework and suggesting an improved direction for future research. Theoretically, this paper provides a comprehensive insight into the existing literature that offers the basis for a rigorous assessment of internal communication and organizational identification influences on employee performance. Practically, the conceptual model may provide communication managers with the crucial guidelines for designing and implementing appropriate internal communication and identification programs for the success of employee performance and organizational sustainable development.

Internal communication and information integrity

PurposeInternal communication and information integrity – a professional services approach to the impact of “fake news”. This paper aims to explain how to build internal communication so that staff can recognise real from fake and the impact that “fake news” can have on organisations through global media.Design/methodology/approachThe author offers a personal perspective of the potential impact of “fake news” on an organisation, and of how internal communication can be built on trust and transparency.FindingsMost effective internal communications are built on the authenticity of the brand. Staff can recognise internal “fake news” and become more adept at recognising other forms of fake news from a global media perspective.Originality/valueThis is a personal response to the subject of fake news and information integrity. The paper illustrates an internal communications perspective within a small academic organisation.

서비스기업의 내부 커뮤니케이션이 직원 인게이지먼트, 고객지향성 및 고객 인게이지먼트에 미치는 영향

서비스기업의 내부 커뮤니케이션이 직원 인게이지먼트, 고객지향성 및 고객 인게이지먼트에 미치는 영향

Lessons Learned from an Obstetrics/Newborn/Neonatal Intensive Care Full-Scale Exercise

Introduction:Children are frequently victims of disasters. However, gaps remain in disaster planning for pediatric patients. The New York City Pediatric Disaster Coalition (NYCPDC) is funded by the New York City Department of Health and Mental Hygiene (DOHMH) to prepare NYC for mass casualty incidents that involve large numbers of children.Aim:On April 26, 2018, the NYCPDC conducted a first full-scale exercise with the New York Fire Department (FDNY) testing evacuation, patient tracking, communications, and emergency response of the obstetrics, newborn, and neonatal units at Staten Island University Hospital North. The goal of the exercise was to evaluate current obstetrics/newborn/neonatal plans and assess the hospital’s ability to evacuate patients.Methods:The exercise planning process included a review of existing obstetrics/newborn/neonatal plans, four group planning meetings, specific area meetings, and plan revisions. The exercise incorporated scenario-driven, operations-based activities, which challenged participants to employ the facility’s existing evacuation plans during an emergency.Results:The exercise assessed the following: communication, emergency operation plans, evacuation, patient tracking, supplies, and staffing. Internal and external evaluators rated exercise performance on a scale of 1-4. Evaluators completed an exercise evaluation guide based on the Master Scenario Event List.An After Action Report was written based on the information from the exercise evaluation guides, participant feedback forms, hot wash session, and after-action review meeting. Strengths included the meaningful improvement of plans before the exercise (including the fire department) and the overall meeting of exercise objectives.Discussion:Lessons learned included: addressing gaps in effective internal and external communications, adequate supplies of space, staff, and equipment needed for vertical evacuations in addition to providing staging and alternate care sites with sufficient patient care and electrical power resources. The lessons learned are being utilized to improve existing hospital plans to prepare for future full-scale exercise and or real-time events.

Creating a positive emotional culture: Effect of internal communication and impact on employee supportive behaviors

The study surveyed 506 employees in the United States to test the effect of internal communication (i.e., corporate-level symmetrical and leadership-level responsive communications) on fostering a positive emotional culture characterized by companionate love, joy, pride, and gratitude. In addition, we tested the interplay between corporate internal communication and a positive emotional culture and its influence on supportive employee behaviors, specifically, organizational citizenship behavior (OCB) and employee advocacy. Results indicated that symmetrical communication and responsive leadership communication cultivated a positive emotional culture in organizations. Such culture also fostered employee OCB and advocacy. Moreover, corporate symmetrical communication directly and positively influenced employee OCB. Finally, this study found that employee OCB positively affected employee advocacy. The theoretical and practical implications of the findings for public relations scholars and practitioners were discussed.

Internal business communication through social media: A case study of a university specialized in business education

In present era, usage of social media is very common. This study used interview questionnaire to explore employees’ behaviors and beliefs towards usage of social media and further its role and importance as an internal communication tool in Zhejiang Gongshang University, Hangzhou, China. Ten employees of university from different departments were interviewed about their views regarding different factors related to use of social media and further its role as an internal communication tool. It was found that the most frequently used social media were WeChat and QQ. ZJGSU University employees believed that social media were convenient, instant medium for communication (sharing pictures and videos) and they may enhance flow and effectiveness of internal communication in ZJGSU. The study found that although employees generally have a good perception about social media but there is need for improvement for either adopting a proper enterprise social media or proper utilization of WeChat for effective internal communication. As the sample size in this study was small so it limits generalization and external validity of the findings, yet its focus on the different factors and benefits of using social media integrates to its originality with the thought that social media may help enhance the flow and effectiveness of internal communication in an organization.

ЖАНРОВІ ОСОБЛИВОСТІ ДІЛОВОЇ ПИСЕМНОЇ КОМУНІКАЦІЇ У ФРАНЦУЗЬКІЙ МОВІ

Business communication has become an integral part of all spheres of public life. In the process of management, communication plays a preeminent role and competence in business communication is required for successful professional activities in any field. In Administrative Management System two types of communication can be distinguished: external and internal communication. External communication occurs between the organization and external party. Internal communication is the transmission of information within the organization. The internal communication is an important element in the management of any enterprise or institution. A well-organized internal communication system is required condition for the effective operation of enterprises. The effectiveness of internal communication depends on the ability of managers and subordinates to communicate correctly at all levels. The communicative competence of communication participants require specific skills of writing different types of messages. The article deals with genre-compositional features of various types of messages that provide internal communication at enterprises or institutions: e-mails, administrative notes, newsletters, analytical notes, reports. Electronic correspondence is a very common means of communication at all levels: downward, ascending, horizontal. All kinds of notes are usually used as an element of downwards communication, and reports are only an element of ascending communication. The article also provides indispensable details of each type of message and samples of the formulation of these messages, and suggests recommendations for the writing of these types of messages.

Stakeholders’ Perception of the University of Dar es Salaam’s Administrative and Communicative Competence in Managing Students’ Crises

This study examined the stakeholders’ perception of the University of Dar es Salaam’s senior management capability in managing students’ crises. We purposively selected two governmental agencies—the Higher Education Students’ Loan Board (HESLB) andthe Tanzania Commission for Universities (TCU)—and the Ministry of Education and Vocational Training (MoEVT), two political parties, eight students and eight students’ organisation leaders. This study was informed by Littlejohn’s (2002) ComplianceGaining Theory, which suggests that using strategies such as reward, punishment, both positive and negative can enable the university administration to gain the compliance of the students. This study found that the university’s management neither actively involved academic staff nor students in the management of students’ disturbances. As a result, the university ended up being perceived rather negatively even for problems occasioned by external forces over which it technically has no absolute control. Thus, the University should have an effective internal and external communication strategy to ensure that it remains in good books, and is perceived positively even during students’ crises, which in themselves should not be treated negatively.

COMMUNICABLE COMPETENCE AND MANAGEMENT OF CONFLICTS IN THE HEALTH MANAGER'S ACTIVITY

Every organization in which people interact has potential for conflict. Health institutions include many interacting groups and teams that can be a source of conflict. In most cases the root of all problems lie in a broken or bad communication. A classic option for a conflict situation is the lack of feedback between the superiors /managers/ and the inferiors /executives/. When there is no dialogue between the levels in the hierarchy, solving even a minor conflict is really a difficult task. There are still not many health organizations in our country where there is an awareness of the enormous role of the proper implementation of the internal communications in order to achieve efficiency. The failure of a constructive tackling of conflicts destroys relationships rather more than their existence. This fact shows the need for preventive measures and clever conflict management. Own studies among 313 healthcare managers and 1171 health professionals from the hospital care in Bulgaria indicate the needful behavioral competencies necessary for the effective implementation of the managerial functions at operational and team level in healthcare practice.Methods used: documentary method - national and European documents have been studied; survey method - direct survey; semi-structured interview; statistical methods. The results show that on the first place, among the leadership skills, respondents put communicative skills, followed by skills to plan, set targets and set up a team. Leadership in the work of the health manager is a responsibility that involves developing and directing the full potential of people, teams and organizations. An important part of this process is the ability to resolve conflicts. The management style of the manager determines to a great extent how the problems will be solved (or deepened). Their timely and effective resolution is essential for improving the microclimate in the health care facility and achieving higher results. Conflict behavior is а result of the personal attitude and the requirements of the situation. Styles are a reflection of personal beliefs, values, and motives that form conflict behavior in a certain, sequential direction.An effective health manager is able to use varied approaches according to differences and to choose a specific approach based on the diagnostic self-knowledge and understanding of the factors he faces. The successful conflict management techniques are based on the importance of communication, persistent dialogue, disciplinary measures and control. There is no doubt that the success of the health manager and the medical establishment depends on such personal qualities as: communication skills, motivation, personal responsibility, leadership, trusting relationships. The more effective internal communications, the more successful the organization itself is. An effective approach to reducing conflicts in the organization - both interpersonal and intergroup – is the building of a unique culture at the healthcare institution that facilitates the development of naturally occurring processes and affirms the ethical side of behavior and communication.

Boards of Directors: Assessing Their Functioning and Validation of a Multi-Dimensional Measure.

Boards of Directors that function effectively have been shown to be associated with successful organizational performance. Although a number of measures of Board functioning have been proposed, very little research has been conducted to establish the validity and reliability of dimensions of Board performance. The aim of the current study was to validate the measurement properties of a widely-used model and measure of Board performance. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were conducted on online survey data collected from 1,546 board members from a range of Australian organizations. The analyses yielded 11 reliable factors: (1) effective internal communication and teamworking (2) effective leadership by the Chair (3) effective committee leadership and management (4) effective meeting management and record keeping, (5) effective information management (6) effective self-assessment of board functioning (7) effective internal performance management of board members (8) clarity of board member roles and responsibilities, (9) risk and compliance management (10) oversight of strategic direction, and (11) remuneration management. These dimensions to a large extent correspond to previously suggested, but not widely tested, categories of effective Board performance. Despite self-reported data and a cross-sectional design, tests of common method variance did not suggest substantive method effects. The research makes significant contributions to the corporate governance literature through empirical validation of a measure shown to reliably assess 11 discrete dimensions of Board functioning and performance. Practical and theoretical implications, study limitations and future research considerations are presented.

Stressor factors, internal communication and commitment to change among administrative staff in Malaysian public higher-education institutions

PurposeThe objective of this study is twofold. First, it examines the relationship between stressor factors (i.e. role overload, role conflict, role ambiguity, interpersonal conflict and organizational constraints) and commitment to change. Second, it investigates the moderating effect of internal communication in the hypothesized link.Design/methodology/approachA total of 225 administrative staff in the public higher education institutions located in the Northern Region of Peninsular Malaysia participated in the study. Structural equation modelling was used to test the hypotheses.FindingsRole overload, role ambiguity and organizational constraints pose a substantial influence on commitment to change. Internal communication is a significant moderator in the association between role ambiguity and commitment to change.Research limitations/implicationsThis study contributes to the Social Exchange Theory by assessing stressor factors as the predictors of commitment to change. Future studies can further extend the model by examining other variables related to stressor factors and extending the nomological networks of these factors in relation to commitment to organizational change.Practical implicationsThis study makes explicit the need for management in public higher education institutions to consider stressor factors, particularly role overload, role ambiguity and organizational constraints, which affect the commitment to change. Furthermore, the aspect of internal communication in public higher education institutions deserves further attention by the management in alleviating role ambiguity and boosting commitment to change among the administrative staff.Originality/valueThe study is one of the pioneers to demonstrate that the presence of internal communication as a moderating factor in assessing the influence of stressors on commitment to change among administrative staff in public higher education institutions. Further, little empirical evidence on commitment to change in terms of normative, affective, and continuance in the setting of Malaysian public higher education institution is available in the literature.

Skills and Competencies for Digital Transformation

Digital transformation requires a special set of skills and competencies, such as BPM, robotic process automation, cloud computing, emerging technology, agile program management, cybersecurity, and effective internal and external communications skills.

INTERNAL COMMUNICATION AND ENGAGEMENT AMONG STAFF NURSES.

Background: In the contemporary day world of nursing internal communication is paying attention on motivating nurses, managing the current changing in work environment that increase nurses engagement. Aim: Present study aim to assess the effect of internal communication on engagement among staff nurses at Ophthalmology Center, Mansoura University. Methods: The study was carrying out at Ophthalmology Center, Mansoura University. The subject of the present study was included all available staff nurses during data collection (n=89). Two tools were used in this study first tool: Communication Climate Survey Instrument and the second tool: Employee Engagement Survey Instrument. Results: the main finding indicated that there was statistically positive correlation between total score of internal communication and engagement as perceived by staff nurses. Also, statistically positive relation between the items of internal communication and items of nurses' engagement as perceived by staff nurses. Recommendations: Future additional study could be conduct on guide favorite to change and if it affects staff nurses’ engagement and promote more networking and face-to-face communication by giving opportunity for nurses to work connectively to promote socialization.