Exploring the Role of Communication Theories in Business Growth

This essay provides a comprehensive analysis of business communication theories, emphasizing their crucial role in organizational and employee performance. It begins by defining communication within an organizational context, highlighting its significance from recruitment to marketing. The essay discusses key communication theories, including Weber’s Classic Organizational Theory, Tompkins and Cheney’s Organizational Control Theory, and Deetz’s Managerialism Theory, explaining how these theories influence communication strategies within a business. It further explores how effective communication impacts employee performance, linking it to the explanation of organizational goals and employee benefits. The essay also addresses the role of communication in organizational performance, focusing on strategies for client engagement and employee satisfaction. Additionally, it examines the factors contributing to effective organizational communication and their interrelationships. Finally, the essay delves into the importance of communication in change management, emphasizing how it addresses the human side of organizational changes and ensures stakeholder buy-in. The conclusion underscores the importance of effective communication in achieving organizational objectives and maintaining a coordinated relationship with stakeholders.

Running head: BUSINESS COMMUNICATION
Business Communication
Name of the Student
Name of the University
Author Note

1BUSINESS COMMUNICATION
Perhaps the most important component of working process in any give organization is
communication. The term ‘communication’ simply does not mean to converse or communicate,
but in an organizational structure it has a wide range of criterion. From the very initial of
advertisement of employee recruitment, till the process of marketing and sales, the entire
procedure is marked by the application of strategic communication ()Barnlund, 2017). There are
also different types and strata of communication that re taken into consideration in the context of
an organizational structure. Communication and language holds the most significant position in
the entire workflow of a business organization, regardless of small or large scale (Geise &
Baden, 2015).
Communication theory is a concept that was designed and founded by S.F.Scudder in the
year 1980. He defined communication theory as a way that all beings in the earth communicate,
though communication within similar beings is different from the other. In the context of
organizational communication, it can be asserted that organizational communication is
excessively different from all other communications (Stacks & Salwen, 2014). It is strategy
based, formal and much deeper connotations than informal or social language and
communication. In an organizational structure, communication can be verbal or oral, written
communication like mails, and mass communication like conduction training and development
programs. However, in the context of organizational communication theories, it can be asserted
that the most important communication theories that are Weber’s Classic Organizational
Theory of Fixed Structures, Tompkins and Cheney’s Organizational Control Theory and
Deetz’s Managerialism Theory. According to Weber’s Classic Organizational Theory of Fixed
Structures, communication in organization must be clear, concise and to the point. This theory
focuses on hierarchical communication. Tompkins and Cheney’s Organizational Control Theory

2BUSINESS COMMUNICATION
states that communication simple, technical, bureaucratic, and concretive are the four different
kinds of control that determine the communication process within an organization. Deetz’s
Managerialism Theory is perhaps the most unique communication theory that states that
communication in an organizational structure cannot be chalked out into any tabular form. It
chiefly works according to the democratic aspirations of the employees in the organization and
also considers the controlling or the hierarchical powers in the organization (Khalighi & Uysal,
2014).
Communication and the way communication is made to the employees makes a huge
impact on the overall performance of the employees. The evaluation of performance of
individual employees is based on the manner one is able to carry out individual duties and meet
targets within stipulated time. An employee is let known about the organizational goals and
objective by the leader or the management and are also provided with a route map according to
which employees work (Merckaert et al., 2015). In this context, it is well noticeable that the
performance of the employees largely depends on the way the institutional goals are explained to
them. The manner in which the management describes the individual roles in the organization
and the corresponding employee benefit marks the way in which an employee perform. Again on
the other hand, how well the management treats the employees also shows a significant
difference in the employee performance. The factors like holding motivational and inspirational
speeches, conference and doubt clearance meeting is largely responsible for enhancing the
performance of employees. Individual employee performance is largely based on Tompkins and
Cheney’s Organizational Control Theory since it can be seen that management and leaders
communicate with the employees keeping the four major controlling components in concern
(Meulenbroek, Bowers & Turkstra, 2016).

3BUSINESS COMMUNICATION
In the context of organizational performance, it is apt to assert that communication
plays a crucial role in the entire work process and a lot depends upon the mode and style of
communication that is followed. The activities like sending and receiving of e-mails, holding
meeting and conferences are also a type of communication that holds much value in
organizational context. It has been noticed in several research works that in order to maintain a
swiftness in the workflow, production and sales effective communication has been imperative in
all sectors. Regardless of small and large-scale operations, communication strategy has played
the most important role in flourishing or collapsing business. While organizational benefit is
concerned, the communication strategies focus more on the customers and clients. That is, in
order to fetch influential clients for any business it is imperative to impress and convince clients.
His can only be done with effective communication strategies (Brink & Costigan, 2015).
Starting from inviting clients’ in business meetings, to the explanation of business deal
till the finalizing of deals, all depends upon the excellent communication strategies adopted by
the employees of the company. The significant role of communication played in organizational
performance is also well portrayed in the finalizing of compare the relative importance of the
factors contributing to effective organizational communication deals, which is mostly done
through power point presentation, and explanation of organizational profits. Body language, an
essential part of communication also matters most in this context. Apart from that it has been
seen that effective communication strategies has helped to meet employee satisfaction, manage
diversity in workforce, increase productivity of individual departments, ensuring commitment,
trust and learning and various other factors. All these factors all together leads an organization
towards its desired goal. It enhances the productivity of the employees, which in turn makes a
sharp inflation in the productivity of the team. When all the teams in all the departments in an

4BUSINESS COMMUNICATION
organization work together in the same robust pace, organizational goals and objectives are
achieved (Clarkson, 2016). Therefore it is self explanatory that how communication strategies
plays an effective role in achieving organizational objectives, thereby marking organizational
performance. Organizational performance can thus be linked with Weber’s Classic
Organizational Theory of Fixed Structures since the communication is majorly based and
related to the hierarchical structure of the company. Employees and workers do not have a
significant role to play in this particular section of overall organizational performance.
The factors contributing to effective organizational communication are inter-related. The
prime factors that majorly impacts on organizational communication are active listening,
simplicity of the language used, straight forward talk, taking feedback, speaking out clearly and
articulately, assessing and speaking according to the knowledge of the employees, taking control
of the speed of speech and analyzing the relationship between the speaker and the listener. All
these factors are co-related with one another and all these factors together impacts the
communication in an organization. For a better understanding of the interrelationship between
the factors, that impact communication an example can be cited. For instance, in an organization,
is the employees are not ‘active listeners’, then speaking out clear and in articulate terms would
not help the organization. Since the employees do not take part in the conversation, articulate
explanation of the speaker to a particular issue would be of no use (Jackson, 2014). Similarly, on
the other hand feedback fro employees can only be taken if the communication to a particular
issue has been made keeping in concern the knowledge and capability of the employees over a
particular subject. There is again no point taking feedback from employees who do not hold any
expertise in the relevant subject. Thus, the factors of effective communication in an

5BUSINESS COMMUNICATION
organizational structure are interrelated. The low performance of one would definitely impact the
other.
Change management is the process where the hierarchy changes existing organizational
structure and the working process in order to ensure geared up productivity and inflation in
production in the company. The main reason for change management is however to implement
effective strategies and absorbers to control the reaction of the organization and the employees
towards change, taking a control of the change and help the employees to feel comfortable and
adapt the change in the organization. Change management is a systematic approach taken by the
management of any organization. Communication plays an important role in executing and
sustaining change management in an organization. The most important contribution of
communication towards change management is that it addresses in a systemic way the
‘human side’ of the organization. Change management that deals with conversion or new roles
of employees necessarily creates issues among employees (Goetsch & Davis, 2014). There
comes the need of new capabilities, terminating old worn out resources, speeding up morale,
imbibing innovation and a lot more. Quite naturally, these operation faces a lot of restrictions
from the employees. In this particular phase, communication comes to a rescue. The leaders of
an organization mainly handle this situation by the dint of their effective communication
strategies. The leaders manage not only the employees but also the stakeholders. Change always
brings with it a risk factor. The team leaders about the efficiency convince stakeholders in the
productivity that the change would bring. Secondly, the initiation of change itself creates a
major fuss among the employees as well as the customers. Hence before actually implementing
the change within the organization the concerned authorities needs to use effective

6BUSINESS COMMUNICATION
communication strategy to communicate well with the employees and the stakeholders of the
company.
Owing to the fact that communication is one of the toughest issues worldwide in
organizational sector, there is hardly any business organization across globe that offers complete
satisfaction to its employees through communication. Communication has multi-fold importance
in change management. Effective communication can unfold the vision and the mission of the
organization and explicitly describe the dire need of implementing change within the
organization (Cameron & Green, 2015).
Not all of the employees can be convinced and conveyed about the need of implementing
change within the organization at once. It is imperative that the approach of effective
communication that is being made must be detailed, should focus on smaller groups at a time.
Since, fuss is majorly created when addressed to a lot of people at a time. Addressing smaller
groups would not only help the leader to avoid chaos and fuss but at the same time, it also helps
the leader to mould the mindsets of the employee (Hayes, 2014).
Only through effective communication the managers and the leaders at an organization
would be able to convey the need of implementing change within the organization. Moreover,
the issues of the employees regarding accepting the change I the organizational structure and the
questions of the employees can be answered or reverted back by the managers and the leaders
only through the path of effective communication strategies.
Another important that communication plays in implementing change within an
organizational structure is conveying the stakeholders the message that nothing negative would
be occurring within the organizational structure due to the change incorporated without the

7BUSINESS COMMUNICATION
organization (Doppelt, 2017). It is the duty of the managers and the higher officials of a
particular business organization to make belive the suppliers, the customers and the stakeholders
that whatever changes would be implemented within the company would be fpr overall good. On
the part of te organization, it is imperative to hold on its stakeholders and loyal customers since a
huge capital of the company would be invested in implementing change. This investment can
only be generated in the form of revenue if the stakeholders and the loyal customers remains
intact with the organization. In order to retain the coordinate relationship, effective
communication strategy is mandatory.
Therefore, in the concluding portion it can be said that a thorough reading on=f the
assignment would enable the reader to understand the concept of communication theory. Apart
from the reader being enlightened about communication theory, the reader also at the same time
would understand the need of communication, rather effective communication within an
organizational structure. The assignment sheds light on the fact that how communication theories
are connected to the employee performance within an organization and at the same time it shows
the interrelation with organizational performance. The factors that how effective communication
benefits an organization, particularly in the context of organizational change management are
analyzed in detail in the assignment. There is elaborative discussion regarding the importance of
communication in implementation of change in an organization.

8BUSINESS COMMUNICATION
Reference List
Barnlund, D. C. (2017). A transactional model of communication. In Communication theory (pp.
47-57). Routledge.
Brink, K. E., & Costigan, R. D. (2015). Oral communication skills: Are the priorities of the
workplace and AACSB-accredited business programs aligned?. Academy of Management
Learning & Education, 14(2), 205-221.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Clarkson, M. D. (2016, October). Communication training for scientists and engineers: A
framework for highlighting principles common to written, oral, and visual
communication. In Professional Communication Conference (IPCC), 2016 IEEE
International (pp. 1-8). IEEE.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Geise, S., & Baden, C. (2015). Putting the image back into the frame: Modeling the linkage
between visual communication and frame‐processing theory. Communication
Theory, 25(1), 46-69.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

9BUSINESS COMMUNICATION
Jackson, D. (2014). Business graduate performance in oral communication skills and strategies
for improvement. The International Journal of Management Education, 12(1), 22-34.
Khalighi, M. A., & Uysal, M. (2014). Survey on free space optical communication: A
communication theory perspective. IEEE Communications Surveys & Tutorials, 16(4),
2231-2258.
Merckaert, I., Delevallez, F., Gibon, A. S., Liénard, A., Libert, Y., Delvaux, N., ... &
Slachmuylder, J. L. (2015). Transfer of communication skills to the workplace: impact of
a 38-hour communication skills training program designed for radiotherapy
teams. Journal of Clinical Oncology, 33(8), 901-909.
Meulenbroek, P., Bowers, B., & Turkstra, L. S. (2016). Characterizing common workplace
communication skills for disorders associated with traumatic brain injury: A qualitative
study. Journal of Vocational Rehabilitation, 44(1), 15-31.
Stacks, D. W., & Salwen, M. B. (Eds.). (2014). An integrated approach to communication theory
and research. Routledge.