Theories Of Organizational Communication

Kreps (1990) defined organizational communication as the process whereby members gather pertinent information about their organization and the changes occurring within it. Generally organizational communication has two objectives. The primary objective is to inform the workforce about their tasks and the policy issues of the organization (De Ridder, 2003; Francis, 1989). Organizational communication is defined as “transmitting news about the work from organization to employees and through employees (Phattanacheewapul & Ussahawanitchakit, 2008; Chen et al., 2005). The second goal of organizational communication is to construct a community within the organization (Francis, 1989;

Postmes et al., 2001; De Ridder, 2003).

Meaningful communication

Elving (2005) proposed a conceptual framework to study communication in organizations experiencing change. Six propositions were developed that all simultaneously influence readiness for change. The level of readiness in this framework indicates the degree of effectiveness of change. The first proposition stated that low level of resistance to change or high level of readiness for the change is an indicator for effective organizational change. The second proposition stated that communication needs to inform the organizational members about the change and how that change will alter the individual’s work. The third proposition advocated that communication should be used to create a community which will increase commitment, trust, and identification with the organization and management. The next proposal looked at uncertainty in that high levels of uncertainty will have a negative effect on readiness to change. The fifth proposition focused on the effect of downsizing creating loss of jobs and feelings of

Internal communication represents the communication and interactions between the employees and members of an organization.

Traditionally, internal communication was defined as “communication with employees internally within the organization” (Cornelissen, 2008). Innovative technologies have made it easier to generate, develop, distribute and accumulate written documents, to exchange messages, work together and organize meetings despite of space and time proximity. Electronic mails, intranet and video conferences are few of the communication tools used to inform employees in relation to news and activities of organization.

Deetz defines internal communication as “a way to describe and explain organizations” (Jublin & Putnam,

2001). It specifies that communication is the central process through which employees exchange information, create relationship, and build meaning, values, and an organizational culture. Smythe (1996) argues that the challenge is not only managing media and using more media, but reducing communication pollution and discipline the torrent of information from management in order to increase

individual