Assessment Report: Internal Communication in Modern Organizations

This report examines internal communication issues within an organization, focusing on the perspectives of employees. It begins with an executive summary highlighting the importance of effective internal communication for profitability and customer service. The report then outlines the methodology, which involves interviewing employees and applying persuasion theory to gain their participation. The findings reveal that the organization primarily uses a top-down communication approach, leading to employee dissatisfaction. The interpretation of results emphasizes the need for a more balanced communication strategy. The report concludes that resolving internal communication issues is crucial for organizational success and recommends implementing an open communication system and involving employees in decision-making. The report includes references and a consent form.

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COMMUNICATION ORGANISATION AND INNOVATION
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Executive summary:
In the modern organisation, it is highly important in maintaining an effective internal
communication to increase profitability and customer services. However, different types of
internal communication issues are created in the modern organisation that are excessively
profit focused organisation. For this reason, it is always important in resolving the internal
communication issues so that a better collaboration can be achieved among employees. A
better solution to the internal communication issues helps in developing a better relationship
among employees and employers which ultimately increases effective information flow and
improve the customer services. This report is intended to describe various internal
communication issues faced by an organisation.
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Table of Contents
Introduction:...............................................................................................................................4
Methodology:.............................................................................................................................4
Findings:.....................................................................................................................................5
Interpretation of result:...............................................................................................................6
Conclusions:...............................................................................................................................7
Recommendations:.....................................................................................................................7
Reference list:.............................................................................................................................8
Appendix 1: Consent form.........................................................................................................9
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Introduction:
For ensuring a better organisational output, it is always important in maintaining an effective
internal communication because it ensures that every employee along with other stakeholders
work collaboratively with each other so that common goal of organisation can be achieved. A
good internal communication forms a better organisational culture and empowers employees
with efficiencies so that the goal of organisations can be effectively achieved. This report is
intended to describe the internal communication issues faced by iinet.
Methodology:
For discussing the internal communication issue, the researcher has decided to select the iinet
organisation which is one of the Australia based telecommunication organisation whose main
product is mobile telephony services, though, they also offer dial-up, VoIP and internet
access facilities to the customers. In the present time, iinet has become the second largest
internet service provider of Australia. The organisation is one of the Perth based
organisations that currently have more than 2000 number of employees. Therefore, for
maintaining operation in the organisation and offering better services to the customers, it is
highly important for iinet in maintaining better internal communication (Constantin and
Baias, 2015). However, it has been observed that the organisation currently have some issues
in their internal communication.
For the conduction of the research, the researcher has decided to interview the employees of
the iinet. For selecting the interviewee, the researcher has decided to select the employees
who have worked in the organisation for a longer period. Along with that, the researcher
needs to select the employees who are belonging from the age group of 25-40 years of age.
However, while conducting the interview, the respondents were not completely agreed to
provide their feedback by showing their busy schedule so that the researcher has applied an
effective communication as well as relationship making skill to make the respondents
understand the value of the research for the researcher (Men, 2015). Along with that, proper
approaching style needs to be implemented by the researcher so that the researcher can make
the respondents agreed to participate in the research. For persuading the respondents, the
researcher has decided to apply the persuasion theory. According to Quirke (2017),
persuasion theory refers to the mass communication theory that mainly deals with the
messages that are associated with changing the attitudes of the receivers of a message.
Therefore, the researcher has applied the persuasion theory to persuade the respondents to
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change the attitude of respondents towards participating in the research so that the
respondents can participate in the research without any obstruction (Karanges et al. 2015).
The interview question for the interview is shown below-
Q1) What are the internal communication issues that are faced by your organisation?
Q2) According to you, who is responsible for the internal communication issues?
Q3) What are the possible ways for resolving the internal communication issues?
For gaining a brief overview regarding the internal communication issues in the organisation,
the researcher has decided to conduct the face-to-face interview because the researcher
believes that this type of interview technique is more effective in gaining detailed information
related to the internal communication issues of the organisation. Another reason behind
selecting the face-to-face interview strategy is it is multi-dimensional so that it can be said
that the researcher can ask any related question regarding the research topic and enrich the
knowledge with more efficiencies. In that case, the researcher needs to apply the theory of
behavioural interview that is associated with checking the past behaviour of an organisation
to identify the future behaviour of the organisation. Therefore, with the help of a behavioural
interview, the researcher is associated with identifying various issues in internal
communication of iinet so that various strategies can be proposed to resolve the
communication issues.
Findings:
The researcher has interviewed three numbers of employees from iinet.
Q1)
According to the first participants, the organisation mainly follows the top-down flow of
information, and there are not any kinds of scopes of down-top communications.
In this question, the second participants have demonstrated the fact that the management of
iinet do not have any focuses on the employees and they do not develop policies by
considering the development of employees.
The third participants have described the fact that the leaders in iinet do not provide feedback
to the employees for their development that makes the employees de-motivated to perform
their job.
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Q2)
In this question, the first employee has described the fact that the management of the iinet is
mainly responsible for the internal communication issues because they do not have an
effective focus towards developing internal communication.
In this question, the second employee has mentioned that the managers are mainly associated
with creating this communication issue.
In this question, the third employee supported the statement provided by the first employee.
Q3)
The first employee has described that for resolving internal communication issue, it is highly
important to maintain information flow in both the direction.
The second employee has stated that, for resolving communication issue, it is necessary for
developing various policies by considering the point of view of the employee.
The third employee has supported the statement provided by the first employee and describe
that their management is responsible for the internal communication issues.
Interpretation of result:
From the result of the interview, it has been observed that the management of iinet mainly
follows the top-down approach that always discourages the employees because the
organisation does not hear any opinion from the employees. According to the formal
communication theory, there are mainly three different types of internal communication such
as top-down, horizontal and bottom-up approach (García-Carbonell et al. 2018). Among this
approach, the bottom approach is one of the effective communication approaches because it
helps in satisfying the employees by providing them with good value (Malczok and
Kirchhoff, 2018). Therefore, for not accepting the opinion from employees makes them
highly dissatisfied (Mishra et al. 2016). Along with that, developing policies only to improve
the organisational output by not offering the employee opinion creates a higher level of job
dissatisfaction among employees which leads in lower employee morale and de-motivation
from employees (Zsidisin et al. 2015). Therefore, for improving the employee output, it is
always important in developing a better communication process that is both ended in nature
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and offering a good development opportunity to the employees are necessary so that an
effective internal communication process can be developed in iinet.
Conclusions:
From the above discussion, it can be concluded that internal communication is very common
in an organisation that needs to be resolved with efficiencies so that it cannot create any kinds
of organisational conflicts and reduce the productivity of the staff. There are various reasons
behind the internal communication issues that are faced by the iinet that must be resolved by
developing some employee-focused policies and developing a better information flow among
the management and employees.
Recommendations:
For resolving the issues regarding internal communication, iinet needs to implement an
effective leadership strategy with the help of which they must encourage the employees in
sharing their opinion with the management so that management can accept it and facilitate
development as per the need. Along with that, it is also important in involving employee
opinion during the implementation of change so that it cannot create any restriction from
employees. Developing a better and effective open communication without any hierarchical
relation is always necessary for the organisation so that better future productivity can be
secured.
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Reference list:
Constantin, E.C. and Baias, C.C., 2015. Employee Voice• Key Factor in Internal
Communication. Procedia-Social and Behavioral Sciences, 191, pp.975-978.
García-Carbonell, N., Martín-Alcázar, F. and Sanchez-Gardey, G., 2018. Determinants of
building consistent human resources management systems: A focus on internal
communication. International Journal of Manpower, 39(3), pp.354-377
Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal
communication on employee engagement: A pilot study. Public Relations Review, 41(1),
pp.129-131.
Malczok, M. and Kirchhoff, S., 2018. Let Me Draw Your Attention to Exploring the
Potentials of Visual Methods for Strategic Internal Communication Management. In Public
Relations and the Power of Creativity: Strategic Opportunities, Innovation and Critical
Challenges (pp. 215-230). Emerald Publishing Limited.
Men, L.R., 2015. The internal communication role of the chief executive officer:
Communication channels, style, and effectiveness. Public Relations Review, 41(4), pp.461-
471.
Mishra, N., Sharma, N. and Kamalanabhan, T.J., 2016. Is internal communication important
for sport commitment: Survey of Indian cricket players. Communication & Sport, 4(2),
pp.212-239.
Quirke, B., 2017. Making the connections: using internal communication to turn strategy into
action. Routledge.
Zsidisin, G.A., Hartley, J.L., Bernardes, E.S. and Saunders, L.W., 2015. Examining supply
market scanning and internal communication climate as facilitators of supply chain
integration. Supply Chain Management: An International Journal, 20(5), pp.549-560.
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Appendix 1: Consent form
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