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How far can the internal rhetoric in “postmodern” organizations concerned with persuading employees to “buy in” to organizational objectives as viewed as “a totalitarian remedy for the resolution of indeterminacy and ambiguity’ (Wilmott)?

论文作者:留学生论文论文属性:案例分析 Case Study登出时间:2011-05-06编辑:anterran点击率:3816

论文字数:2195论文编号:org201105061332183602语种:英语论文 English地区:英国价格:$ 66

关键词:internal communicationsbusinesstimeline

How far can the internal rhetoric in “postmodern” organizations concerned with persuading employees to “buy in” to organizational objectives as viewed as “a totalitarian remedy for the resolution of indeterminacy and ambiguity’ (Wilmott)?

 

Submitted by: SHANSHAN LI
代写留学生论文Submission date: 30th of March 2007
Module: Critical Approaches To Corporate Communication

  
Introduction:

In the business world today, corporations highlight the importance of internal communications. As Clapitt and Downs (1993) comment that employees seem to believe that more effective communication in particular areas could enhance their productivity. That means employees can be very productive as long as the communications are managed well.
In order to understand the changing trend of organizational life, this essay has been looking at the change from modern organizations to postmodern organizations. The different way’s in which the modern and postmodern organizations treat their employees, has been observed through the timeline.
Another emphasis is on spotting the relationships between employees and the organization. The internal rhetoric is a useful mechanism to reduce the level of misunderstanding. And the effective communications have http://www.51lunwen.org/StudentPapers.htmlguided to the end of the decision-making process.
Those corporate culturists were insisting on strengthening organizational culture in order to control employees by requiring them to share a common normative framework. However, employees subjectively resist this kind of management control. So corporate culturism can easily cause cynicism in organizations, and then its effectiveness has been questioned. And it will discuss the excessive conformity that can result in distorted communication, which is concealing danger for organizations. Upward communication can prevent this happening. Moravec et al., (1993) says upward has been found to produce multiple benefits, including the promotion of shared leadership and an enhanced willingness by managers to act on employee suggestions.

The change of modern organization to postmodern organization:
It is believed that new age organizations are places for employees to achieve many-sided potential together with social fulfillment. Postmodern organizations try to get employees involved in decision-making, staff development, and supervision responsibilities. And they attempt to gain the hearts and minds of employees. In contrast, modern organizations have neglected employees in the way of separating mental and physical labour. It has de-valued the real potential of employees. The modern organization has

Reference:
CLAMPITT P G. and DOWNS C W., 1993.Employee perceptions of the relationship between communications. Journal of Business communication, 30:5, PP. 19.
TOURISH  D. & COLLINSON  D., 2004. Manufacturing Conformity: Coercive Persuasion, Power and Identity, PP.25,
WILLMOTT H., 1993. Strength is ignorance; slavery is freedom; Managing culture in modern organizations. Journal of Management Studies 30:3, PP. 540-541, PP.522, PP. 523, PP.
WILLMOTT H., 2003. Renewing Strength: Corporate culture Revisited. Management. 6(3): 73-87.
WEICK K E., 1995. Sensemaking in organizations. U.S.A.: Sage Publication,Inc. P. 98.
代写留学生论文Topic 2: The Postmodern Organization. P.2, P.3 P.5.
Bibliography:
TETZE S., COHEN L., & MUSSON G., 2003. Unde论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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