Organizational Communication

Dr. Radhika Kapur

Abstract
Organizational communication is imperative for the functioning of any type of
organization. When an organized collection of individuals work interdependently within a
relatively structured, organized and an open system to achieve the common goals, get
involved into communication and it is known as organizational communication.
Organizational communication facilitates the free flow of information and is more adaptable
to the changes and transformations that may take place within the internal and the external
environmental conditions. The communication process assists in the generation of resources
from the external environment to accomplish the goals of the organization. When
understanding organizational communication, it is vital to acquire an understanding of
process, source, message, channel and receiver. It is primarily when one individual or the
groups of individuals attempts to inspire the meaning in the mind-sets of other individuals or
groups of individuals through the utilization of various forms of communication.

Keywords: Organizational Communication, Communicational Networks, Conflicts,

Individuals, Activities, Tasks, Effectiveness

Introduction
Organizational communication is based upon the relationship between one’s view and
organizing. In accordance to the container approach, it is usually understood as the
transmission of message through a channel to a receiver. In the social constructionist
approach, organizational communication can be defined as the way language is used to create
different kinds of social structures, such as relationships, teams and networks. The former
definition puts emphasis upon the constraints that are placed on communication pre-existing
organizational structures, whereas the latter definition highlights the creative potential of
communication to form innovative opportunities for organising. Organizational
communication forms a balance between creativity and constraint and it is neither entirely
constrained nor creative. It focuses on how individuals make use of communication to
perform their tasks and achieve the desired goals and objectives (Organizational
Communication, n.d.).
 The process of communication that takes place within the organization is known as
organizational communication. Organizational communication has been referred to as the life
blood of every organization. It is considered fundamental for the working of the
organizations. There are many benefits of organizational communication, it enables the
human resources and the departments to work in co-ordination with each other. It makes the
implementation of functions manageable, and individuals are able to communicate with each
other and share information and knowledge. A communications board within the organization
consists of the chief executive officer, president, senior vice presidents, top executives and
communication professionals, which have the main job of co-ordinating the communication
activities within the organization with overall corporate strategy (Goldhaber, 1990).

Significance of Organizational Communication

Organization is a comprehensive term and comprises of numerous aspects. There are

different types of organizations, such as production organizations, educational institutions,
non-government organizations, banks, financial institutions, religious organizations, and so
forth. When a person is doing a paid job or some kind of volunteering, these are some of the
ways of interacting within or with the organizations. Organization is the act or a state of
being organized and includes the system of consciously co-ordinated activities between two
or more persons. When individuals form a structure to work with each other for the purpose
of achieving goals and objectives, then it is referred to as the organizational structure.
Organizational communication is referred to the social collectives in which people develop
ritualized patterns of interaction in an attempt to co-ordinate their activities and efforts in the
achievement of personal and group goals. The external environment consists of the vendors,
competitors, customers and other stakeholders, who can have an influence on the
organization but exist external to the organization. The internal environment consists of the
departments and the human resources that are an integral part of the organizations (Wrench,
& Carter, 2012).
The significance of organizational communication is understood with regards to the
following areas: (Wrench, & Carter, 2012).
Adaptation – It is vital on the part of the human resources to adjust in all situations
within the organizational structure. At the initial stage, they may feel vulnerable and
apprehensive at the workplace, but gradually they get familiar with the organization and
dedicate themselves towards the performance of the job duties and functions. The internal
and the external environmental conditions of the organizations do experience changes and
transformations over a period of time, therefore, the workforce should adequately adapt
themselves in accordance to the internal and external environmental conditions. The
adaptation involves bringing about changes and transformations in the procedures, norms and
processes of production activities, as well as other job duties.
Management – There are three important areas that need to be taken into
consideration in the management of the organization. Firstly, who will manage the
organization, secondly, how to deal with conflicts and disputes and thirdly, output goal
prioritization. In operating of these three areas, communication is considered imperative, the
management functions cannot be put into operation without effective communication. In the
implementation of the managerial functions, the management is required to be largely
resourceful, conscientious, and creative. The key management functions are planning,
organising, directing, controlling, recruiting and leading. The individuals at the top level in
the hierarchy are vested with the authority and power to manage the organizations, settlement
of conflicts and disputes and in output goal prioritization.
Motivation – Motivation of the employees is a vital aspect of the organization.
Motivation helps in making sure that employees remain trustworthy to the organization and
are dedicated towards the performance of their job duties. The main reason for loyalty on the
part of the employees is, when they are hired, they knowingly enter into a relationship with
the organization. Full time employees are required to spend most of the time in the
organization and in order to incur job satisfaction, it is imperative for the workforce to remain
motivated towards their work. Motivation arouses a sense of obligation or duty on the part of
the employees towards the organization. Rewards, appreciation, incentives, benefits and so
forth are some of the ways that contribute in motivating the workforce.
Leadership – Leaders are considered imperative within an organization. The jobs of
the leaders are to guide, lead, direct and solve the problems of the individuals. In majority of
cases, the employees experience numerous problems, regarding which they seek assistance
and supervision from their leaders. The leaders are required to possess adequate skills and
abilities and should be aware of the facts to guide and lead the employees in an efficient
manner. They should provide adequate solutions to the grievances of the workforce. During
the absence of the leadership functions, the individual members of the organizations are
meant to create their own ideas regarding the accomplishment of organizational goals and
objectives. The functions of leadership contributes in organising tasks and performances in a
systematic manner and reduces the occurrence of disorder.
 Control – Organizations are entities that must control the behaviour and performance
of the individuals. At the workplace, the human resources are required to take into
consideration certain points that come under control. They are required to manage their
timings at work, be regular, communicate with the other individuals in an appropriate
manner, perform their work duties with conscientiousness, diligence and resourcefulness and
maintain discipline. When understanding the aspect of control, main focus is put upon
controlling ones behaviour and the feelings of anger and frustration within the workplace. In
most cases, job duties are demanding and requires individuals to work for long hours, this
creates stress and tension, hence, one should learn to organize the work duties in accordance
to the working hours and their capacity to work.
Aspects within Organizational Communication

The various aspects which need to be acknowledged within the field of organizational
communication have been categorised as follows: (Organizational Communication, n.d.).

Leadership - Leadership may be defined as a communicative process where the

concepts and viewpoints are expressed in speech or action and are recognized by others as
developing responsibilities that are crucial for them. This definition of leadership puts
forward that it may take many diverse forms and be related with various styles of
communication. There are three important principles of effective leadership communication,
these are, effective leadership communication links with the hearts and minds of the
individuals. At some level, effective leadership communication associates with the vital
standards, principles, approaches, and commitments of the individuals and is regarded as
reporting important matters and simplifying the accomplishment of tasks.
Effective leadership communication manages competing goals and stress. It balances
the needs to form strong interpersonal relationships and complete jobs, maintain a balance
between order and confusion within the organization, and make use of rewards and
punishments to motivate the individuals. Rather than take an either or position, operative
leaders make an attempt to form positions where disapprovals are incorporated positively.
Effective leadership communication is dependent upon the framework. There are differences
within the frameworks within the organizations and leadership communication is considered
appropriate to the special combination of individuals, work, time, place and subjects.
Teams - Teams comprises of two or more people, who work in integration to achieve
a common objective or an identifiable goal. The goals and objectives to be accomplished,
where the organization of activity amongst the members of the team is required for the
achievement of the team goal or objective. A variety of teams exist within organizations such
as work teams, project teams, research and development teams, sales teams, and special task
forces. The teams have four qualities, the individuals should be completely aware of the goals
that are to be achieved and measures that should be put into practice to achieve those goals.
Different kinds of performance objectives require different kinds of team structures.
The formation of teams have to be in accordance to the tasks and functions that they are
involved in. Competent teams members would largely contribute in the achievement of the
desired objectives, as competency, aptitude, proficiency and experience are considered vital
on the part of the human resources within the organization. The members within the team are
required to generate awareness amongst themselves regarding various areas and communicate
that information to the other members as well. Loyalty and dedication are crucial aspects of
high performance teams.
Communication Network – A communication network is referred to as the group of
individuals who are sharing regular lines of communication. The communication network is
described as who speaks to whom, the subjects regarding which discussion takes place,
timings of discussion and place of discussion. A centralized network exists when the
information is distributed through small numbers of individuals and decentralized network
exists when the information is shared broadly and courses through many individuals within
an organization. Decentralized networks are suitable for management of the unsettled and
intricate environments, the reason being, the members of the organization can communicate
the changes they observe in the business environment and each member can contribute
concepts, notions and information for managing these changes.
Networks forms of organizations employ even hierarchies by depending on flexible
emergent communication, improve flexible relationships with the network of the
organizations, make use of information technology to establish a co-ordination between the
units and members that are located in different regions and put emphasis upon the use of
independent and self-managing teams. The existence of information technology permits the
management of communication network in a controllable manner. It has contributed in the
distribution of information within and outside the organization in a rapid way.
Organizational Culture – Organizational culture is referred to the values, ideas, norms,
knowledge and customs that the individuals share within the organizations. An organization
does not have a single culture, but there is an emergence of sub-cultures. The emergence of
sub-cultures within the organizations are in accordance to the demographic information of the
individuals, such as race, caste, creed, gender, religious background, ethnicity, length of
employment and membership within a particular work unit or division. Nevertheless, many of
the organizational leaders are dedicated towards formation of cultures in which emphasis is
put on high ethical performance. To assess the cultures of the organization, it is vital to focus
upon the communication that the organization has. The communication process makes use of
cultures in its messages and various artefacts that are created by the organization. The
organizational culture takes into consideration various aspects, such as, the language that
people make use to communicate with the other individuals, the stories that people tell about
their experiences, the ways in which suitable physical environmental conditions are created
and company rituals and values that make provision of insight into what is valued by the
organization. The organizational culture is largely reflected in the ways of communication
amongst the individuals.
Organizational Learning – Organizational learning involves elaborating the capability
of the members to judge co-operatively in new and innovative manners to bring about
enhancement in the performance of tasks and functions. Within the organization, while doing
their job duties, there are number of areas which are learned by the members. For instance,
the members are able to develop their communication skills, they learn how to enhance their
skills and abilities, become achievement oriented, and generate a source of income.
Organizations are more likely to learn when they are able to develop practices and procedures
to get involved in systems thinking, adopt a shared vision, inspire self-reflection and develop
the ability to view situations from a number of perspectives.
The individuals, when they are engaged into jobs learn to develop effective
communication skills, as they are regarded as imperative aspects. In the performance of tasks
and functions, in making of presentation, in the impartment of training, in carrying out the
managerial functions of planning, organizing, controlling, leading, staffing, and directing, in
providing resolutions to the occurrence of conflicts and disputes, in providing solutions to the
problems and grievances of the employees and so forth, requires communication. Therefore,
it is vital that while getting involved in any kind of communication, individuals should take
into account the traits of truthfulness, morality, decency and goodness.
Organizational Communication Ethics
When understanding organizational communication, it is vital to take into
consideration organizational communication ethics. The research on ethics in organizational
communication has identified the basic areas (Wrench, & Carter, 2012).
The ethics are based upon the functions and the jobs that the organization is
performing. The objectives of the organization, the tasks and job duties on the part of the
human resources determine the ethics. There are differences in the communication
behaviours as well and various groups such as advertising, executives and the general public
reveal a moderately high level of consensus about the appropriate impact of many explicit
practices. The individuals within the organization are required to perform their job duties
with morality, decorum and principles.
The aspects of truthfulness, honesty and integrity are regarded essential to
organizational communication. These are the primary aspects that need to be taken into
consideration when understanding organizational communication ethics. When individuals
are engaged in their job duties, it is important for them to depict honesty in their work,
communicate with the other individuals in a polite and courteous way, be truthful in case of
all areas to their superiors, subordinates and colleagues and collaborate with the external
parties with integrity.
Within the organization, individuals belong to different cultures, backgrounds,
nationalities, religions, castes, creeds and ethnicities. It is vital that they should be provided
equal opportunities and there should not be any kinds of discriminatory treatments on the
basis of these factors. The differences amongst the individuals also exist on the basis of their
educational qualifications, skills, abilities and experience. Based upon these differences, their
job duties and positions vary within the organizations. Based upon the hierarchy, individuals
are at various positions on the basis of their qualifications, skills, abilities and aptitude. What
is important is individuals should be allowed to redress their grievances, express their
viewpoints and suggestions and work in co-ordination towards the achievement of group
goals.
Endorsement of the freedom of expression, diversity of perspectives and acceptance
of disagreements to achieve the informed and the responsible decision making fundamental to
the civil society is also an important organizational communication ethic. The workforce
should not be under any kind of pressure and should be allowed sufficient time for
completion of assignments. Within the organization, there should be a common language
through which the individuals can communicate with each other in an effective manner.
When individuals are involved in the making of decisions, major decisions usually require the
organization of meetings, in meetings, all the individuals should be provided with
opportunities to express their viewpoints.
The promotion of the sources that facilitate access to communication is a vital
organizational communication ethic. The availability of communication resources and the
opportunities that are necessary to fulfil the human potential and in promoting the welfare of
the families, communities and the society is important. Within the organization, for instance,
computers, and phones are vital that facilitate communication between the individuals,
therefore, these should be well maintained and individuals should have access to them. The
working environmental conditions should be favourable and approving, so that individuals
may feel enthusiastic and dedicated towards their work.
Communication makes available the key to the efficiency within the organization,
along with motivation and professional competence. In organizations, in most cases,
members spend much of their time in communicating, therefore, ethics are largely reflected
in the communication processes. In the present existence, the number of employees from the
services and the offices are larger as compared to the number of production workers.
Therefore, there is a need for making improvements in the organizational communication as
there is a requirement for having in depth collaboration between human resources and the
hierarchical levels, as there has been an increase in teamwork (Diana, n.d.).
Communication, as compared to the other management components and organization
as a whole, has specific features that do not permit its research in the similar way as in the
case of other managerial or organizational matters. First of all, communication is ubiquitous
in all the activities of the company; its research study cannot be made in seclusion, but in an
organizational framework, there is a direct involvement in the managerial functions (Diana,
n.d.). The ethics of the organizational communication involves sharing of information,
opinions and knowledge, when implementing important selections. Members are also
required to take into consideration the traits of confidentiality and privacy.
When the employees are recruited, it is vital to provide them training regarding
various aspects of the organization, such as, history, goals and objectives, working
environmental conditions, personnel, performance of the job duties, work ethics and making
use of materials and equipment. The employees should be taught to acquire self-sufficiency
and recognize their responsibilities. These aspects are carried out through effective
communication, adequate communication within an organization has a positive influence on
the organizational effectiveness and efficiency. The organizational communication ethics also
depend upon the quality and the quantity of information given to the employees during the
working process (Diana, n.d.). It is up to the leaders and the managers to maintain ethical
traits and also train the employees to implement the same.
Communicational Flow within the Organization
The communicational flow within the organization can develop into many different
directions. These have been stated as follows: (Turkalj, & Fosic, n.d.).
 Upward Communication – This is the one which goes up in the official hierarchy,
from the lower to the higher level. The subordinates communicate with the superiors
regarding various concerns and issues, such as, sending information regarding their
performance, any problems with the materials, equipment and the working conditions are
reported to the superiors, the opinion of the employees regarding some issue, and grievances
of the employees. The major weakness in this type of communication is message filtering.
This communication may take place in an oral form or written form.
Downward Communication – This information flows from the higher to the lower
levels in the official hierarchy. It is a distinguishing feature for providing ideas, suggestions
and orders, augmentation of notions and communicational knowledge. This process is time
consuming, but its greatest problem is the damage or contradicting of information on the path
through the chain of command. Quite often there is misinterpretation of the directions and
employees are not able to follow the guidance or properly understand the information,
therefore, it is vital to establish a backward link to check the transmission of appropriate and
complete information.
Sideward Communication – This type of communication is referred to the
communication that takes place amongst the individuals of the same positions and levels.
When employees are not able to understand their supervisors, normally they communicate
with their colleagues to acquire information. This can take place either within the department
or between different working groups. The co-workers, normally get engaged into sideward
communication regarding their job duties or in seeking any kind of help.
Oral Communication – The spoken word is the main code of communication. Formal
discussions and informal conversations are some of the forms of oral communication. The
individuals within the workplace usually form friendly relationships with each other and get
engaged into informal conversations. Usually the channels of oral communication are phone,
video, and face-to-face conversations. There are some advantages of oral communication
over other forms of communication, specifically, the conveying of information takes place in
a rapid manner and response is delivered instantly. The disadvantage, however, is the
likelihood of misrepresenting the original message. Within the organizations, oral
communication is of utmost importance, such as in meetings, presentations, seminars and
conferences.
Written Communication – This is the kind of communication that takes place in a
written form. It may be in the form of letters, emails, notices, documents, pamphlets, reports,
and articles. This type of communication is more time consuming and there may be delay in
responses and there is no availability of direct feedback. In written communication, the
individuals or groups may make use of technology or paper and pen to state the information.
In this communication, the major advantage is, one is able to provide details and elaborate the
information. Major disadvantage is, if the superior would like to get some task completed as
soon as possible through his subordinate, he may send him an email or a message but may not
get instant response from him.
Non-verbal Communication – Facial expressions, gestures, tone of voice, look and
appearance are some of the ways of non-verbal communication. This type of communication
makes provision of the meanings that cannot be expressed in either verbal or written form.
Non-verbal form of communication is not used, especially within the organizations, where
individuals are required to be professional in their workings with each other. In
organizational settings, the most common forms of communication are oral and written.
Communicational Networks in the Organization
There are channels through which the information flows. The study of the channels is
important for understanding communication as an element of organizational behaviour. There
are two kinds of channels and these have been stated as follows: (Turkalj, & Fosic, n.d.).
Formal Small Group Networks - There are three formal small group networks, chain
network, circle network, and wheel network. The differences between these networks are
observed in the simple features of each network. Chain network of formal small groups
primarily monitors the formal chain of command, whereas, the circle network has the leader
as the chief person for carrying out all communications within the group. As contrasting to
the chain and circle network, wheel network is categorised by directness that facilitates the
joint communication between all members of the group. If the networks are compared in
small groups, having in mind certain principles as rapidity, accurateness, leader emergence
and member satisfaction, one would conclude that one has to sensibly select a particular form
of the communication network depending on the objective that is to be achieved. If one
acknowledges precision, then the chain network should be used. The small formal groups
circle network is to be used if the objective comprises some of its features, such as, large
speed, accurateness and high appearance of the leader. Wheel network is fast and permits the
satisfaction of the individuals on a large scale.
Informal Groups Communication Networks - Informal communication within the
organisation, in Anglo-American business culture is known as grapevine. It is secondary and
a complex communication network that is centred on individual connection, and opposite to
the system of formal communication, it does not monitor a specific line settled in
improvement. Since grapevine is not a less significant basis of information, the managers
should recognize also the informal communication systems in the organisation, and utilize
them for the well-being of their organisation. Informal communication reflects the awareness
of the employees regarding the organisation. It often conveys or enquires for information that
the management, unintentionally or knowingly has not officially revealed. Grapevine consists
of three main features. Firstly, it is not measured by the management, secondly, most of the
employees consider it more practicable and more consistent than the authorized notices
provided by the top management and thirdly, it is frequently utilized for the self-interest of
the individuals within it.
Management of Conflicts
The organizational communication imparts skills and knowledge to the individuals
regarding how to implement procedures that would assist in the management of conflicts. The
process for the management of conflicts involves the steps which have been stated as follows:
(Organizational Communication, n.d.).
Define the Problem – The definition of the problem is the most important step in
finding a solution to the problem. In many cases, there is lack of interest and enthusiasm on
the part of the members; this lack of commitment may give rise to problems. Conflicts may
take place amongst the members, the reason being, the problem has not been stated or made
aware within the group dynamics. The problem or an issue that may lead to conflicts and
disputes must be in a written form. The members need to form this viewpoint that they would
bring an end to the problems as they give rise to barriers within the course of implementation
of tasks and functions.
Investigate the Problem – Once the group has identified the nature of the problem, the
next step is to conduct an analysis. The analysis is in terms of the size, cause and the criteria
of evaluation. It is apparent that problems may lead to negative effects and conflicts amongst
the individuals. The individuals are required to not just think about the reasons for the
occurrence of conflict, but need to answer the questions of why has the situation assumed the
form of a conflict and why do the individuals look upon the situation as a conflict. The proper
analysis is required to be conducted of the whole situation.
Generate Possible Solutions – The groups of individuals when working together in co-
operation can generate various solutions to solve the problem or a conflict. Brainstorming is
generally an operative way to create notions and concepts that could lead to the resolution of
the conflicting situations. At this stage, evaluation or criticism of the notions should be
avoided, and team members should produce as many possible solutions as they can. When
providing resolutions to the problems, it does not necessarily mean to generate just one
solution, two or more solutions can also be generated to provide resolutions.
Evaluate and Test various Solutions – After the brainstorming stage, each solution
that has been produced should be evaluated and their strengths and weaknesses should be
taken into account. Factors that are to be wisely considered are, if the solutions are likely to
work, if they would prove to be useful to everybody and if they can be put into practice in a
manageable way. Evaluating and testing of various solutions eliminates the other options that
are not useful. In this manner, the individuals are able to find appropriate solutions to the
problems.
Select a Mutually Acceptable Solution - From the decline in the number of possible
solutions, the one that seems to be the most efficient and worthwhile can be preferred for a
test period. The most appropriate way to articulate this would be in a written form. At times
selecting an opportunity is an uncertain job, with not any assurance that the selected solution
will be beneficial. However, if the decision was made by the relative consensus, while
avoiding group thinking, all the groups involved will be responsible for testing it and
providing feedback. The solutions that are selected to the problems should be mutually
acceptable to all the individuals and groups.
Effective Listening – Effective listening contributes in an enormous way to group
dynamics and conflict resolution. In interpersonal communication, possession of good
listening skills contributes in providing solutions to the problems and minimize the
occurrence of conflicts. The members usually have different viewpoints, ideas and
suggestions. They have complete freedom to give their ideas and suggestions and others
should listen and then adequately respond. When working with the other people, much of the
communication takes place while suggesting, instructing, requesting, criticising, appreciating,
dealing and negotiating. When individuals effectively listen to each other and communicate
in a polite manner, then it is likely that conflicts would not take place amongst them. On the
other hand, conflicts usually take place when individuals do not properly listen to others, do
not provide adequate responses or are unable to complete the jobs on time. Effective listening
would enable the subordinates to understand their superiors.
Indicators for Effectiveness in Organizational Communication
Organizational communication largely depends upon the information that is
exchanged between the individuals. The functioning and practices within the organization
depends upon the information and knowledge. Gathering and classifying a large amount of
information is not possible in some cases. Whatever information is obtained is required to be
adequately organized. To make the information operative, serviceable or reliable, it is crucial
to evaluate the quality of information. The indicators that promote effectiveness in
organizational communication and the six criteria that is required for quality information
have been stated as follows: (Organizational Communication, n.d.).
Clarity – The information should be clear. The clarity of the information is observed
in its consistency, flawlessness, lucidity, precision, transparency and intelligibility. The
individuals should be able to easily and clearly understand the information, whether it is in a
written form or is imparted in face to face interactions. The information must be easily
understandable by the managers as well as the employees. There should be provision of
enough information about an area or a subject, so that the listeners are able to interpret it in a
more meaningful way. Clarity is defined from the point of view of the receivers and not the
speakers, when the receivers are able to understand the information in a proper manner, they
feel the clarity. To detect the clarity of information, the analysis of the public assumes an
important role.
Timeliness – Time is considered to be an imperative aspect, when operations and
tasks are to be carried out within an organization. Time management is of utmost significance
within the organization for the human resources. Their schedules and working hours are
always in accordance to the timings. The information also has to be in accordance to the time,
it must be up to date and should be available when needed. For example, in the areas affected
by the occurrence of natural calamities and disasters, the government must have enough
information about how to handle the occurrence of natural calamities and disasters to prevent
loss of life and property. The individuals must have updates of the information as new
scientific findings are available.
Reliability – The reliability of information is considered imperative, the reason being,
when the information will be consistent and trustworthy, only then it will be able to generate
profitability and goodwill. On the other hand, when reliability of the information is not
detected, then it may not generate productivity and may impose negative outcomes.
Information must be precise, explicit and consistent so that when the individuals are making
use of it to take action, they will not be faced with inconsistent or imprecise directives,
policies and regulations. Recording of sources, double-checking and revising data are
important tasks for ensuring reliability. Reliability is important especially in the case of
implementation of research projects, in the collection and analysis of data.
Validity – The validity of the information highlights that information must be
unbiased and should closely reflect the present conditions. For example, when statistical
analyses are conducted, it is important to make sure the sample population was not selected
intentionally to support particular conclusions that represent the interests of certain groups.
Individuals should honestly collect information from the sample population and make sure
that the information is valid. Recording the sources, for instance, stating where the statistics
came from, and modifying hypotheses and conclusions are the important tasks for ensuring
validity. The validity of the information puts emphasis upon its rationality and prudence.
Depth - Information must be wide-ranging and inclusive, taking into account all the
significant specifics, subjects, issues and options about the condition. Although this is of
course important in making the information operative. At the same time, care must also be
taken not to include too much information, as this may result in excess. Excessive
information may be difficult to deal with and understand, therefore, information should be
well organized and should include pertinent facts and details. The experiment here is to
collect inclusive information while maintaining the time limits, so that the information is not
out-of-date by the time it is communicated.
Diversity - Information within the organization is of various types and comes from a
variety of sources and comprise of different perspectives and approaches. The indicator of
diversity too must be utilized with attention, taking into consideration that not all sources of
information are correspondingly reliable or legal. The diverse forms of information enables
the information to be collected from a variety of areas. In the present existence, information
is collected through fields, when individuals visit other individuals or organizations and
communicate with them to collect information. Information is obtained through books,
articles, documents, which have been prepared earlier, for instance, every year a new budget
or plans are prepared and to judge the progress, previous plans are observed. Another
imperative source of obtaining information is the internet, it makes provision of a great
variety of information on all areas.
Conclusion
Organizational communication is used as a descriptor tool that refers to the specific
sub-division of the communication field. It is a discipline, the reason being, individuals who
acquire knowledge of how to put into practice, the processes of organizational
communication in an appropriate manner. The inadequacies in the implementation of
organizational communication would not generate desired results. The concept of
organizational communication is a way to describe and explain the organizations. When
employees undergo a training program, they communicate with the trainers as well as the
colleagues to enhance their knowledge and information. While engaged in the performance of
job duties, the workforce communicates with the supervisors, managers, directors and the
leaders. Communication is a fundamental aspect within the organization, it takes place either
in a written form or in an oral form. It may be upward, downward or sideward in the
hierarchy.
Organizational communication is viewed as a precise phenomenon or a set of
phenomena that occurs within the organization. For example, when two or more individuals
get involved into conflict at work, they are endorsing organizational communication. When
an individual is making a PowerPoint presentation before the colleagues, supervisors and the
managers, he is getting involved in organizational communication. When employees come to
work and get involved in the performance of their job duties, then they may interact face to
face with the supervisors, managers, colleagues and so forth, attend phone calls, send emails
etc. All these are forms of organizational communication, which need to be carried out in a
smooth manner for the effective functioning of the organization.
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