Channels Of Communication With Employees

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Channels of connection with workers in Multinational Organization

Channels of Communication with Employees in Multinational Organization


In the late 50's and early 60's the researchers considered a prerequisite for effective management and organization of the importance of trust. Later, the researchers found that interpersonal trust, and its positive impact on individuals, groups and organizations on results, such as individual performance, job satisfaction, problem solving and collaboration. Today, I think the main problem re-emerged, the organization is trying to build social capital and participation of workers, improve knowledge sharing among employees. (Zimmerman ,1996,185-205) Several studies have shown the central role of communication in development and maintenance of confidence factor. Trust and respect, it was shown that increased participation of staff and performance and other organizational outcomes. Nevertheless, many questions on trust and communication are still no answer. Research questions

To better understand the relationship of trust and communication between them, we propose three specific research questions: Study Question 1: What is the quantity and quality of information, materiality, with respect to the Trust and behavioral outcomes? Overview and Research 2: Management believes that the information received from colleagues and the effect of the load? Survey and Research 3: What is the exact relationship between the main titles, I think, and results? Literature Review

Although there is no universally accepted definition of trust, an interdisciplinary review of recent studies indicates that nearly Meyer Davis has proposed a definition of convergence, Schoorman (1995): "political party is vulnerable to the desires of other actions "(712). The reason for the study, it is important to note that the connection between two people of the risk of engaging in other activities trustier a voluntary basis. For example, employees may believe that his boss on its just, offering opportunities for professional growth, as these is the tools to do their job and provide good leadership. If access to these expectations, employees may work on goals and objectives of its attention . Conversely, if employees do not trust their managers, it is likely to spend time, including herself, and asked for instructions from his boss, or even find another job. Trust is built on the other , which formed the basis of the information. (Rousseau ,1998,393-404), therefore, to provide information to employees the opportunity to build trust, reduce information and lack of confidence. Two types of distribution, often, discussion of specific data in the literature data and information quality. The quality of information, often the accuracy, timeliness and usefulness of the period. Studies have shown the value of data is part of a high level of confidence. Therefore, we assume that the productivity of workers believe it when they believe that their data is no doubt others to acquire, and timely, and / or useful, because more amount of data to reduce vulnerability. (Robinson, 1996 0.574 to 599)

The amount of data or the adequacy of data, it seems, if the organization of negotiations, the voters informed. In two words: "I had enough information?" (Roberts ,1974,205-215), ...
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