Organizational Communication: Communication and Motivation in The Workplace

Ramadanty, Sari; Martinus, Handy

doi:10.21512/humaniora.v7i1.3490

Cited by 17 publications

(25 citation statements)

References 7 publications

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“…Besides, it might also reduce the cultural distance in international cooperation (Men, 2015;Jacobs, Yu & Chavez, 2016;Král & Králová, 2016;Malhotra & Ackfeldt, 2016;Solaja, Idowu & James, 2016). Organizational communication also plays an important role in raising employees' motivation by allowing them to express their feelings (Posey, Roberts & Lowry, 2015;Ramadanty & Martinus, 2016). Its role is particularly evident in the fact that working in a collective is the basic source of social interaction for the majority of employees.…”

Section: Organizational Communicationmentioning

confidence: 99%

“…The main goals of communication are expanded, from those suggesting that communication should only provide a transfer of instructions on business tasks to the creation of the communication that ensures that employees feel needed and satisfied within their business environment. Nowadays, organizational communication is not only a medium for speaking with employees, but also a medium through which managers listen to what employees have to say (Ramadanty & Martinus, 2016;. As has already been mentioned, communication with employees is extremely important during the time of organizational changes.…”

Section: Organizational Communicationmentioning

confidence: 99%

“…Komunikacija, interna i eksterna, ima izuzetno značajnu i multidimenzionalnu ulogu u funkcionisanju organizacije, pa tako uspešna komunikacija obezbeđuje: jasnoću radnih zadataka, smanjenje osećanja neizvesnosti kod zaposlenih, što je od naročite važnosti u periodima restrukturiranja organizacija, rešavanje konfliktnih situacija, povećanje privrženosti organizaciji, uspostavljanje poverenja prema supervizoru i saradnicima, smanjenje distance između podređenih i nadređenih, veći stepen spremnosti za promene, dobijanje povratnih informacija o kvalitetu izvršenih zadataka, dobijanje povratnih informacija o predlozima za promene, kao i smanjenje kulturne distance u internacionalnoj kooperaciji (Men, 2015;Jacobs, Yu & Chavez, 2016;Král & Králová, 2016;Malhotra & Ackfeldt, 2016;Solaja, Idowu & James, 2016). Pored navedenih, organizaciona komunikacija igra važnu ulogu i u povećanju stepena motivisanosti zaposlenih, time što omogućava slobodno ispoljavanje osećanja (Posey, Roberts & Lowry, 2015;Ramadanty & Martinus, 2016). Njena uloga se posebno manifestuje kroz činjenicu da za većinu zaposlenih rad u kolektivu predstavlja osnovni izvor društvene interakcije.…”

Section: Organizaciona Komunikacijaunclassified

“…Ciljevi komunikacije su prošireni, od onih da bi komunikacija trebalo da obezbedi samo prenos radnih instrukcija, do stvaranja komunikacije koja obezbeđuje da se zaposleni osećaju potrebnim i zadovoljnim. Organizaciona komunikacija danas predstavlja ne samo sredstvo za razgovor sa zaposlenima, već i sredstvo putem koga menadžeri slušaju ono što im zaposleni govore (Ramadanty & Martinus, 2016;. Komunikacija sa zaposlenima je izuzetno značajna u vreme organizacionih promena.…”

Section: Organizaciona Komunikacijaunclassified

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The importance of sociodemographic characteristics and personality dimensions for communication satisfaction

Nedeljković-Knežević¹,

Mijatov²,

Nedeljković³

2019

Ekon horizonti

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The subject matter of this research study is the importance of the sociodemographic characteristics and the personality dimensions of employees for communication satisfaction. This study is aimed at determining the significant influences and correlations between the main constructs within the research study conducted on a sample of 119 employees. The obtained results have shown that, except for the gender structure of the respondents, the other examined sociodemographic characteristics have an influence on certain dimensions of communication satisfaction. Correlations were also identified between certain personality dimensions and the dimensions of communication satisfaction. The research results have numerous practical implications. The quality of the interpersonal relationships between highly-educated employees and their supervisors needs to be improved by providing a greater autonomy and complex working tasks. It is also necessary to improve the bottom-up communication process for the purpose of enabling subordinates to express their ideas without barriers. Finally, it is recommended that employees with a high level of the personality dimensions 'Openness to new experiences' and 'Extraversion' should be in the positions in which they could achieve the best results.

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Section: Organizational Communicationmentioning

confidence: 99%

Section: Organizational Communicationmentioning

confidence: 99%

Section: Organizaciona Komunikacijaunclassified

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The importance of sociodemographic characteristics and personality dimensions for communication satisfaction

Nedeljković-Knežević¹,

Mijatov²,

Nedeljković³

2019

Ekon horizonti

View full text Add to dashboard Cite

show abstract

“…Težnja ka zadovoljenju potreba je osnovna ljudska težnja koja se smatra izvorom motivacije zaposlenih da ostvaruju bolje performanse. Fiziološki motivacioni faktor kao što je bezbednost na radnom mestu ili sigurnost u organizaciju čini da su zaposleni visoko motivisani (Ramadanty & Martinus, 2016). U tom smislu, potrebe zaposlenih se objašnjavaju teorijama radne motivacije, iako pojedini autori tvrde da teorije potreba (sadržajne i procesne) 4 nemaju potrebno uporište u empirijskim istraživanjima.…”

Section: Konceptualni Okvir Istraživanjaunclassified