(2022SU1-MGMT-6122-B01) Corporate Communications and Marketing Strategy
Please provide a response to each of the following posts in 200-245 words each with 2 scholarly journal articles.
Post 1: An organizations culture has a significant impact on their ability to build trust. A company dedicated to specifying, identifying and cultivating their organizations culture has an opportunity to successfully communicate their mission to the masses. Understanding the underlying aspects of an organizations culture might be a communicators most important challenge, since these can hold the key to effectively overcoming communication obstacles and identifying opportunities. (Gillis. 2011) An example of this would be, if a companys culture communicates the importance of diversity and inclusion they may find positive responses from employees and consumers. As diversity and inclusion has a massive impact on the lives of many individuals, employees and consumers may trust that the company has their best interest at heart. They may believe that this company has invested in opportunities that would rectify injustices and provide a safe environment for all. Organizations have the opportunity to engage leadership to convey these messages and provide an informal framework to ensure that they are building the trust and responsible culture necessary to create a safe work environment. With this initiative, companies can expect that trust will continuously develop over time.
Effective communication is an important framework that helps an organization build trust. An organization’s culture requires honest and open communication from all levels. The benefit of trust helps increase communication throughout an organization. Investing in methods of communications allows an organization to create a culture that enables employees and shareholders to facilitate the knowledge needed to successfully translate a companys culture. Trust, cohesion and communication, all characteristics of a clan culture, encourage managerial and non-managerial employees to share experiences, skills and knowledge (Feher and Gabor, 2006). (Jabeen et al., 2018) The competing values framework is an important tool to explore the elements of an organization’s culture and the shared values that influence the progression of an organization. The CVF identifies that an organizations culture influences the communication style necessary. The CVF indicates that these organizations would be a part of 4 categories; clan, adhocracy, market and hierarchy. (Jabeen et al., 2018)
In conclusion, it is imperative for an organization to establish a culture that prioritizes trust. Trust leads to effective communication for an organization. This communication is important as it helps employees better navigate a company, and requires leadership to continuously build resolutions that connect to the organization’s culture and values.
De Leon, M.,V. (2021). Impact of managerial communication, managerial support, and organizational culture difference on turnover intention: A tale of two merged banks. Problems and Perspectives in Management, 18(4), 376-387. https://doi.org/10.21511/ppm.18(4).2020.30
Gillis, T., & IABC (2011). The IABC Handbook of Organizational Communication: A Guide to Internal Communication, Public Relations, Marketing, and Leadership (2nd Edition). Wiley Professional, Reference & Trade (Wiley K&L). https://mbsdirect.vitalsource.com/books/9781118016350
Jabeen, F., & Isakovic, A. A. (2018). Examining the impact of organizational culture on trust and career satisfaction in the UAE public sector: A competing values perspective. Employee Relations, 40(6), 1036-1053. https://doi.org/10.1108/ER-02-2017-0038
Quinn Association. Robert E Quinns Competing Value Framework. https://www.quinnassociation.com/en/robert_e_quinns_competing_values_framework
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Post 2:
There is a distinct correlation between positive company culture and trust. Organizational psychology has been the highlight of recent Human Resource studies. Work psychology has been explained to hold traits of communication, job performance and satisfaction. Trust amongst employees is visible as positive culture when employees are engaged in their work and motivated. Employees are loyal to organization, satisfied by their job and highly motivated in an optimal organization climate” (Uysal, 2015). Uysal explains further, “These attitudes vary by the structure of organizational climate (2015). Healthy communication is a tool that can leverage trust because staff feel as though their opinion is of value.
The competing value framework is universally used and accepted due to its adaptability as a Human Resource tool. It would be most beneficial to examine a corporate culture from an internal focus. The adhocracy quadrants of the CVR model is most likely found with an organization of positive, healthy communication due to its nature of “positive information disseminating attitude” while clan culture is similarly known to involve culture (Zeb, A. Akbar, F. & Hussain, K). These dimensions of the Competing Values Framework are characterized to be of internal focus which is where positive culture and health communication would be found.
References
Ali, Z., Akbar, F., Hussain, K., Safi, A., Rabnawaz, M., Zeb, F. (2021). The competing value framework model of organizational culture, innovation and performance. Business Process Management Journal, 27(2),658-683. https://doi.org/10.1108/BPMJ-11-2019-0464
Uysal, H.T. (2015). Integrative approach to work psychology and the integration of multi criteria decision making methods to work psychology. Journal of Business Studies Quarterly, 7(1), 88-106. http://library.esc.edu/login?url=https://www.proquest.com/scholarly-journals/integrative-approach-work-psychology-integration/docview/1719405316/se-2
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The responses are the only thing needed in the paper for each post with 2 journal articles supporting each response.
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