Organizational Culture and Communication

Annotated Bibliography

Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook. Routledge.

Driskill provides an in-depth outlook at a six-step model essential for assessing organizational culture and its role in communication. The source is critical as it helps highlight positive communication practices that are vital for organizational ethics and effectiveness. The author’s integration of constitutional strategy to studying organizational culture and communication is essential as far as understanding interactive tools within an organization. One of the essential concepts of the book that aligns with the research paper is its rational articulation of the value of cultural assessment that entails public relations and crisis management. These two forms a critical part of understanding the research above paper.

Winkler, L., & Zerfass, A. (2016). Strategy and organizational culture–Conceptualizing the interplay of key concepts in communication. Globe: A Journal of Language, Culture and Communication3.

The article discusses the varied definitions around organizational culture and strategy, outlines that have changed and evolved over some time. According to the article, culture and strategy are mainly the results of the “four flows of communication” in addition to how it influences the arrangement of an organization’s identity. The article is essential in addressing the various aspects necessary in advancing the interplay between organizational culture and critical strategies. In line with the ongoing research, the source brings in the dynamics and cope of complexity between flexibility and stability in as far as organizational culture and communication are concerned. The three critical paths form a vital avenue to understanding how communication is conceptualized within an organization and shape its culture.

Usman, K. (2019). Impact of organizational culture, organizational communication and supervisor support on the job satisfaction of employees working in online IT based distance learning institutions of Pakistan. Open Praxis11(2), 143.

Job satisfaction entails an employee’s contentment with the work environment and the overall surrounding of the workplace. The article is a study that analyses to assess the impact of supervisor support, organizational communication, culture on employee’s job satisfaction for employees in online education. Job satisfaction is derived from various workplace endeavors and, according to the study, forms an integral part of productivity and dedication. The review is essential as it integrated the relationship between employer support, organizational communication, and organizational culture, providing a critical interplay with the intended research study. The article makes a substantial contribution to the ongoing research by introducing multiple variables and models vital to the understanding of organizational culture and communication.

Şomăcescu, S. M., Barbu, C. M., & Nistorescu, T. (2016). Investigating the relationship between organizational communication and organizational culture. Management & Marketing Journal14(1).

Organizational culture and organizational communication are two interdependent variables that have a unique relationship within an organization. According to the article, organizational communication assists in disseminating culture between workers. At the same time, an organizational culture develops through employee’s communication and interaction within the workplace. It is thus critical for top-level leaders to promote and encourage open interaction between employees to establish values that support and uphold performance. The article is vital with the on-going study as it highlights how the management can encourage and promote a healthy interactive culture that promotes and sustains performance.

Gochhayat, J., Giri, V. N., & Suar, D. (2017). Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication. Global Business Review18(3), 691-702.

Culture is a strong pointer to organizational efficiency. The article analyzes the weak or strong organizational culture, regardless of its arrangement, affects some institutions. It is imperative to strengthen organizational culture and communication with the purpose of efficiency and effectiveness in an organization. The source is important and relates to the subject study by highlighting how organizational culture and communication promote efficiency and effectiveness in an organization with particular emphasis on their weakness or strength. The source relates to the study by establishing a connection between how strong or weak an organization is in its relation to culture.

Sari, Y. K. (2017). Influence of Organizational Culture and Communication on employee performance Bolong Karanganyar village through Job Satisfaction and Organizational Commitment. eAbstract Excellent2(2).

The primary aim of the study was to understand the impact of communication and organizational culture on employee commitment and job satisfaction. It also strives to understand the effect of engagement, satisfaction, communication, and culture on employees of Kelurahan Bolong staff of Karanganyar agency. Rom the study, communication has a significant impact on commitment and culture. Organizational culture also has a considerable amount of influence on communication and organizational commitment. The same applies to organizational commitment. According to the study, employees derive a lot of satisfaction in work environments that have positive communication, values, and principles of relations. The study provides excellent insight into job satisfaction and efficiency, a core concept of the ongoing research. Through the study, it is easy to connect the interrelationship between organizational culture and communication within the workplace.

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Jiony, M. M., Tanakinjal, G. H., Gom, D., & Siganul, R. S. (2015). Understanding the effect of organizational culture and employee engagement on organizational performance using organizational communication as mediator: A conceptual framework. American Journal of economics5(2), 128-134.

What drives staff commitment? The article attempts to analyze the thin line between organizational culture and employee commitment. According to the author’s workforce, effectiveness, organizational culture, organization communication, and workforce commitment are critical aspects of an organization and play a direct role in an organization’s effectiveness and efficiency. The source is convenient and provides an analytical investigation that is vital in understanding the on-going study on organizational culture and organization communication with its other related subjects such as workforce effectiveness and efficiency. The study employed near similar qualitative and quantitative methods in their research and offered essential results that are essential to understanding the relationship between the two variables.       

Raina, R., & Roebuck, D. B. (2016). Exploring cultural influence on managerial communication in relationship to job satisfaction, organizational commitment, and the employees’ propensity to leave in the insurance sector of India. International Journal of Business Communication53(1), 97-130.

What is the relationship between downward communication to employee’s propensity, organizational commitment, and job satisfaction? The study attempts to understand the influence of the above factors on the overall nature of an organization. According to the outcome, there is a substantial relationship between employee propensities, organizational commitment, and employee satisfaction from downward communication. The results point to an effective functioning system that has a direct impact on overall organizational effectiveness. The source is significant as it provides an outstanding outcome that has a direct relationship with the on-going study on organizational communication and culture.

Razmerita, L., Kirchner, K., & Nielsen, P. (2016). What factors influence knowledge sharing in organizations? A social dilemma perspective of social media communication. Journal of knowledge Management.

With the new technological improvements, organizations are faced with the prospect of coming up with fresh ways of communicating and sharing knowledge. Drawing from self-determination and social dilemma theory, the study offers a unique study on the role of new social media platforms on employee participation and organizational engagement. According to the findings, several factors drive employee commitment and they include management support, monetary rewards, and helping others. By driving knowledge acquisition, the above factors play a critical role in changing employee engagement and commitment, a vital aspect of understanding the primary focus of the ongoing study. The source is also critical towards understanding the diverse frameworks of understanding the impact of social media on organizational culture and communication.

Liang, C., Chang, C. C., Rothwell, W., & Shu, K. M. (2016). Influences of organizational culture on knowledge sharing in an online virtual community: Interactive effects of trust, communication and leadership. Journal of Organizational and End User Computing (JOEUC)28(4), 15-32.

What is the effect of leadership, communication, and trust on knowledge sharing among employees? What is the connection between the above variables on organizational culture and organizational communication? There is a profound influence of communication and trust in organizational culture (knowledge sharing, leadership, and interactive relationship). While these forms a minor aspect of organizational culture, they have a profound impact on organizational values and principles. The source offers a critical analysis of how leadership, communication, and trust within an organization. However, there is no substantial interactive impact on knowledge sharing, leadership, and trust.

References

Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook. Routledge.

Gochhayat, J., Giri, V. N., & Suar, D. (2017). Influence of organizational culture on organizational effectiveness: The mediating role of organizational communication. Global Business Review18(3), 691-702.

Jiony, M. M., Tanakinjal, G. H., Gom, D., & Siganul, R. S. (2015). Understanding the effect of organizational culture and employee engagement on organizational performance using organizational communication as mediator: A conceptual framework. American Journal of economics5(2), 128-134.

Liang, C., Chang, C. C., Rothwell, W., & Shu, K. M. (2016). Influences of organizational culture on knowledge sharing in an online virtual community: Interactive effects of trust, communication and leadership. Journal of Organizational and End User Computing (JOEUC)28(4), 15-32.

Raina, R., & Roebuck, D. B. (2016). Exploring cultural influence on managerial communication in relationship to job satisfaction, organizational commitment, and the employees’ propensity to leave in the insurance sector of India. International Journal of Business Communication53(1), 97-130.

Razmerita, L., Kirchner, K., & Nielsen, P. (2016). What factors influence knowledge sharing in organizations? A social dilemma perspective of social media communication. Journal of knowledge Management.

Sari, Y. K. (2017). Influence of Organizational Culture and Communication on employee performance Bolong Karanganyar village through Job Satisfaction and Organizational Commitment. eAbstract Excellent2(2).

Şomăcescu, S. M., Barbu, C. M., & Nistorescu, T. (2016). Investigating the relationship between organizational communication and organizational culture. Management & Marketing Journal14(1).

Usman, K. (2019). Impact of organizational culture, organizational communication and supervisor support on the job satisfaction of employees working in online IT based distance learning institutions of Pakistan. Open Praxis11(2), 143.

Winkler, L., & Zerfass, A. (2016). Strategy and organizational culture–Conceptualizing the interplay of key concepts in communication. Globe: A Journal of Language, Culture and Communication3.