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Essay / Research Paper Abstract
A 4 page paper providing a short communications plan for improving organizational communications. Priority areas are those of feedback, communicating change and ethical behavior. Not all employees may choose to participate, but all need to know that they can. Communicating change is a crucial point of whether the change is successful. Ethical behavior, of course, provides the underlying framework for the entire organization. Short cuts often are cliffs in disguise, as the late Ken Lay no doubt could attest. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: CC6_KSbusCommPln.rtf
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Unformatted sample text from the term paper:
Crisis, one of the 14 Points that Deming (1986) promoted was to break down barriers between departments so that everyone could fully participate and so the organization could take advantage
of all of the talent it has on the payroll. That is not the only point of the plan to improve communications within the company, but it is the
foundational one. The improvement plan contains seven major points, as listed and discussed below. Feedback There has been far too much influence
of the "silo effect" in several of the companys departments. In the future it will be a matter of corporate policy that departments meet regularly in both formal and
informal settings for the purpose of encouraging communication between members of individual departments. This will be followed by greater interaction between departments, most likely facilitated by the creation of
short-term, task-oriented cross functional teams. Managing meetings: Participation and Leadership Deming (1986) also pointed out that it is generally the "front line" worker
- the one who has the greatest degree of direct customer contact - who knows best what the customer is thinking and wanting from the company. Front line employees
may not be comfortable in formal meeting settings, which is the reason for the above mix of formal and informal conditions. All employees will be made to know that
their opinions are valuable and need to be heard Communicating change Resistance to change is a natural and normal occurrence even when the
change at hand is clearly defined and wanted by those affected by it. It will be managements responsibility to continually promote the reasons a specific change is needed and
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