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Research Paper Assignment
Sai Vishwanath Kanchibhotla
New England College
Organizational Comm for Leadr
Dr. Paul Richardson
March 6, 2022
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Abstract
Communication is defined as the sharing of thoughts, ideas and feelings between two or
more people in order to achieve a goal. As such, effective communication is not just confined to
verbal communication but is also applicable to non-verbal communication. The use of eye
contact, gestures, body language and tone of voice are often effective in conveying a message.
The term “body language” refers to the manner in which a person carries themselves or
expresses themselves, i.e., how their body moves and communicates. Body language can
communicate different emotions and attitudes and can be a very powerful tool in conveying a
message, or can be a very poor communication tool depending on how it is used. Therefore,
understanding the nuances of body language and its impact on different audiences can be
beneficial to a communicator (Taylor et al., 2021).
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Introduction
Organizational communication is a subfield of communication studies that is concerned
with the role of communication in organizational settings. Because of its focus on the social
nature of communication, the field is also closely related to the broader field of social
communication, which emphasizes the importance of communication in modern social
organizations. As a field, organizational communication is concerned with the processes of
organizing communication within organizations. Communication specialists in the field attempt
to understand the nature of, and process of, communication within organizations and then make a
conscious effort to use their findings to improve the quality and efficiency of communication
within organizations (Connor et al., 2021).
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Organizational Communication:
Organizational communication is often considered a part of organizational behaviour.
Many theorists have suggested that organizations are fundamentally social structures. To be
effective, these organizations require social communication. This communication includes
exchanging both verbal and nonverbal information between individuals within the organization,
between employees and customers, between employees and colleagues, and among employees,
clients, and stakeholders (Cruz & Sodeke, 2021).
Organizational communication is how an organization communicates ideas, beliefs,
plans, policies, procedures, and other important information to its members, employees, and
stakeholders. The information is transmitted in words, sounds, and visuals. Organizational
communication is the exchange and sharing of information in a business environment. It also
comprises sharing information between two or more people. Communication also serves a
function in defining, developing, and sustaining social relationships and group identity.
Communication within an organization is an essential part of its success and growth and is an
important way of conveying organizational knowledge. Therefore, practical organizational
communication skills are required to enhance an organization's capacity to accomplish its goals
(Cruz & Sodeke, 2021).
Communicate organizational communication is an essential part of the success of
business. This also applies to the employees themselves. They can work together effectively to
meet all organizational goals if they have proper training. Organizational communication is the
method of communication between employees in an organization. When we talk about proper
communication, we talk about the right time, place, and person. Employees are the key to
organizational communication success. A clear communication strategy gives the employees the
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necessary tools to talk to each other and communicate their work and goals. As the business
grows, it is necessary to provide the proper training for the employees.
They should be trained on the various communication channels, including traditional
channels like face-to-face communication and the latest ways of using online and social media
communications. The organization should choose the proper communication channel to make
sure that the information gets to the right person. Organizational communication is considered
the key to success by the organization and its employees. If organizational communication is
done with perfection, it achieves its vision, vision, and mission (Cruz & Sodeke, 2021).
For successful Organizational Communication:
Organizational communication is that type of activity conducted by the organization
itself. Communication between various departments and teams plays a vital role in ensuring that
organizational goals are met. To be a good leader, a manager must understand the business
processes and know-how to lead people through them. This is exactly how, as a leader, will be
judged. The stages of organizational communication are divided into three categories: (a)
internal communication, (b) interpersonal communication, and (c) professional communication.
Internal communication, such as messaging about the company's mission and training materials,
is often found in a company's corporate office or intranets and includes the company's official
mission, values, and other information. Interpersonal communication is about two-way
communication between individuals within an organization. This may include communicating
between a manager and his or her employees or between members of an organization that may be
in different locations. The third form of communication is professional communication, such as
internal company emails and other formal written communications. External groups often use
professional communication, such as vendors, customers, and consultants, to communicate with
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employees. Interpersonal communications are frequently used in many ways to ensure efficient
business operations. Interpersonal communications may take the form of email, instant
messaging, telephone calls, text messaging, face-to-face meetings, etc (Taylor et al., 2021).
Effective Leadership:
Effective leadership is a combination of both elements of leadership. Effective leadership
is the first step in a successful business venture. If a business person lacks the ability to
effectively lead a project, business can suffer in more ways than just the loss of potential
customers or clients. With the amount of business being conducted electronically, the ability to
effectively lead is critical. If leadership is a gift from God, as some would suggest, then God will
provide the means for that to be. In some ways, leadership can be considered a type of magic.
Since there is no clear definition for leadership, it is difficult to provide tangible results from
being a leader. There are several characteristics and traits that are necessary for a leader to be
effective. First, there must be a leader who has the character traits of determination,
perseverance, focus, trustworthiness, etc. For most businesses, these traits must be part of the
leaders that are hired, and the managers in charge (Cooren et al., 2021).
The Power of Negotiation:
Power of negotiation is the potential of a negotiator to affect a negotiation outcome.
However, when negotiators are exposed to several power sources in a sequence, negotiations
performance deteriorates. This phenomenon, called as priming effect, occurs because the
interaction between these sources of power results in an outcome that is less desirable than the
one expected from the effect of the single power source. An essential characteristic of the
priming effect is that a single power source can be more effective than twoAlso, the relative
influence of each source of power can be different (Warriner, 2019).
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Consequently, the interaction between these sources of power can be better than the
outcome produced by the effect of the single source of power or the combination of these sources
of power. Outcome power is defined as the extent to which either party, in the final negotiated
outcome, has achieved a level of success, and this may either be a material gain or more
intangible benefits. Process power is the potential of the business people to manage the
negotiations by negotiating effectively or avoiding the risks that may be encountered by poor
negotiating (Taylor et al., 2021).
Organizational Life cycle:
The organizational life cycle is the life cycle of an organization from its creation to its
termination. It also refers to the expected sequence of advancements experienced by an
organization instead of a randomized occurrence of events. Organizational growth or decline
refers to the change in the number or size of an organization's staff or clients.
There are three forms of negotiation:
1. Soft negotiation.
2. Hard negotiation.
3. Principled negotiation.
Soft negotiation:
Soft negotiation is usually about convincing people they should act in a certain way to
achieve something they would not want. Let us begin with the "soft" approach, probably the
most controversial of these methods. This is the method of getting people to "think outside the
box." To be effective, this method requires that can see the world from the other person's point of
view. In business, a soft negotiator would try to get a customer to see the value in their new
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product or service rather than convince the customer they are wrong to want what they want. It
also requires empathy.
Moreover, like some of the other approaches, it requires to give up interests and forgo
agenda. To use this method effectively requires a strong sense of self-control and self-awareness.
The problem is that peaceful negotiation can be an unconscious approach to solving problems.
Hard negotiation:
A hard negotiation definition is a form of persuasion whereby parties agree on a single set of
rules that define who makes the initial offer, who agrees to the offer, and what actions will result in the
transaction occurring. Hard bargain negotiation is a negotiating strategy that seeks to gain a better price
than the other side of the negotiation. Hard Bargaining, also known as Bargaining from Strength, is a
negotiation strategy whereby the best outcome is achieved when making the offer. This process may
involve making a higher offer than what is likely to be accepted when the offer is made. The concept
behind the negotiation is to set the groundwork for future trade by first making a solid offer that the other
party will accept. The offer is often more substantial than the usual offer that may be accepted. In this
case, may find that the other party will make a higher offer in the future if had previously made a stronger
offer (Bak et al., 2021).
Principled negotiation:
Principled negotiation is used by leaders who cannot persuade. This study analyses a
structured approach using a two-tier approach to negotiation that addresses the four key variables
of stakeholder diversity, stakeholder interests, power, and the relationship between the parties.
The study demonstrates that there are three ways that leaders can treat stakeholders during a
principled negotiation; they can be treated as a strategic resource, an ally, or a nuisance. For each
stakeholder type, the study analyzes the four main goals of the leader during a negotiation in
order to provide solutions to the problem at hand. The solution is the outcome of the negotiation.
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Structured negotiation is a framework that leaders can use to achieve win-win outcomes, which
can be used in business, government, or the non-profit sector. The structured negotiation is also
applied to leaders as the four main variables used to achieve win-win negotiation are present
within the negotiation (Taylor et al., 2021).
Problem Solving:
Problem-solving is also an essential communication skill in an organization as it gives the
individual a better chance of succeeding in the working world. However, one area of problemsolving skill that seems to cause some challenges for candidates is data to inform decisions.
Problem-solving is an important ability that has become a central job requirement in today's
society. Problem-solving is essential for all individuals as they progress in their chosen careers,
and it is an ability that will always be necessary. Critical thinking helps us identify and evaluate
our options, enables us to come up with solutions, and informs us how to proceed. It can be said
that critical thinking is the basis of the most decisive. Building critical thinking and decisionmaking skills is an integral part of organizational communication (Bak et al., 2021).
Group-Thinking:
Group thinking is a company-wide process that requires a long-term commitment. The
best companies recognize that employee brand is a key success factor in their quest for highperforming employees, customers, and shareholders. The most successful companies focus on it
internally and externally, making it a critical part of their value proposition to their employees. In
contrast, companies with employee brand programs often struggle to communicate their core
values and aspirations internally. In addition, they often miss opportunities to communicate with
new and current employees about their vision, mission, and values. Employee brand programs
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are most successful when they are well thought out, focused, and communicated internally. The
same applies to their external communication.
A strong brand is a powerful medium through which a brand is expressed, and a brand is
a living, breathing organism that needs to be developed, nurtured, and protected. In today's
complex world, businesses often need to adapt or even reinvent their brand strategy to stay
competitive in the market. To achieve brand success, one needs to analyze its history, current
state, and aspirations. This analysis must be undertaken in the context of the company's unique
identity, culture, and core values. In order to achieve a successful brand strategy, a business
needs to align company strategies carefully, brand elements, and brand messaging with the
brand's identity, culture, and core values. With this alignment, a brand strategy will become
sustainable and effective (Bak et al., 2021).
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Conclusion
In today’s world, organizational communication is essential to corporate success, and it is
imperative that an organization provides communication strategies for its employees that are
conducive to their optimal work performance. In general, organizational communication is
defined as the manner in which an organization interacts with and exchanges information with its
employees and stakeholders. Communication between a company and its employees can have a
tremendous impact on the performance of the company, and the communication can be in the
form of either formal or informal. when leadership is needed in an organization and the
differences between leadership and management. We will then focus on the four components of
effective leadership, leadership ability, leadership presence, leadership vision, and leadership
style. The students will have the opportunity to use the Leadership Grid to identify and rank the
strengths, weaknesses, and opportunities in their group. This will include an assessment of
personal leadership competencies as well as group and organizational leadership competencies.
After identifying and ranking, the students will learn the art of effective management through
their application to their current work environment.
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Reference
Bak, O., Jordan, C., & Midgley, J. (2019). Adopting soft skills in supply chain and understanding
their current role in supply chain management skills agenda: A UK perspective.
Benchmarking: an international journal.
Cooren, F., & Seidl, D. (2020). Niklas Luhmann’s radical communication approach and its
implications for research on organizational communication.
Connor, R. A., & Fiske, S. T. (2018). Warmth and competence: A feminist look at power and
negotiation. In APA handbook of the psychology of women: History, theory, and
battlegrounds, Vol. 1 (pp. 321-342). American Psychological Association.
Cruz, J. M., & Sodeke, C. U. (2021). Debunking Eurocentrism in organizational communication
theory: Marginality and liquidities in postcolonial contexts. Communication Theory,
31(3), 528-548.
Taylor, B. C., Barley, W. C., Brummans, B. H., Ellingson, L. L., Ganesh, S., Herrmann, A. F., ...
& Tracy, S. J. (2021). Revisiting ethnography in organizational communication studies.
Management Communication Quarterly, 35(4), 623-652.
Warriner, D. (2019). "The days now is very hard for my family": The negotiation and
construction of gendered work identities among newly arrived women refugees. In (Re)
constructing Gender in a New Voice (pp. 279-294). CRC Press.
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Research Paper Topic
Sai Vishwanath Kanchibhotla
New England College
Organizational Comm for Leadrs
Dr. Paul Richardson
February 12, 2022
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Organizational design for enhancing the impact of incremental innovations:
Organizational design for the impact of incremental innovations on a company's
operations and in delivering its strategy is three basic ideas. Effective enterprise strategy starts
with the company's strategic direction and is then embedded in the overall strategic order of the
organization. A firm's general strategic direction is constantly in flux, evolving and continually
re-evaluating in light of changing business conditions and consumer needs. The organization's
strategic direction is made up of core organizational principles, values, and strategies that define
a firm's position in the world and the way it views and acts towards its stakeholders (Muhammad
et al., 2021).
These innovations are the potential to enhance the firm's value to stakeholders. For firms
in industries where the marketplace is highly regulated, and the rules and regulations are often
very complex, these new products and services will likely require some degree of organizational
change. For firms in industries where the marketplace is less regulated and the rules are often
easy to understand and follow, the organizational changes can be relatively straightforward. In
addition, for firms in which the marketplace is highly entrepreneurial, the organizational changes
can be much more significant and dramatic (Muhammad et al., 2021).
Organizational design for enhancing the impact of incremental innovations must be
thorough, systematic, and thorough; to design and implement the invention, a corporate model
must be established. The purpose of a comprehensive approach is to ensure that the full benefits
of an innovation are experienced appropriately and measurably and that those benefits are
incorporated into the overall process of the organization's creation. Several principles are
associated with designing a new strategy or initiative. For example, with new employee
identification processes, the value of identifying new employees can be enhanced by redesigning
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the identification process from identifying all current employees to identifying all new hires and
then ranking these new hires. In an operational context, information technology (IT) systems
may need to be improved to bring them more in line with business logic, and information
technology will need to be improved in other respects (Obeidat et al., 2021).
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References
Muhammad, F., Ikram, A., Jafri, S. K., & Naveed, K. (2021). Product innovations through
ambidextrous organizational culture with mediating effect of contextual ambidexterity:
an empirical study of IT and telecom firms. Journal of Open Innovation: Technology,
Market, and Complexity, 7(1), 9.
Obeidat, U., Obeidat, B., Alrowwad, A., Alshurideh, M., Masadeh, R., & Abuhashesh, M.
(2021). The effect of intellectual capital on competitive advantage: The mediating role of
innovation. Management Science Letters, 11(4), 1331-1344.
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