| 000 -LEADER |
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| fixed length control field |
05336nam a22003858a 4500 |
| FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
140310s2014 enk 000 0 eng |
| LIBRARY OF CONGRESS CONTROL NUMBER |
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| LC control number |
2014004440 |
| INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9780749470111 |
| INTERNATIONAL STANDARD BOOK NUMBER |
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| Cancelled/invalid ISBN |
9780749470128 (ebook) |
| CATALOGING SOURCE |
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| Original cataloging agency |
DLC |
| Language of cataloging |
eng |
| Transcribing agency |
DLC |
| AUTHENTICATION CODE |
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| Authentication code |
pcc |
| LIBRARY OF CONGRESS CALL NUMBER |
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| Classification number |
HD30.3 |
| Item number |
.C69 2014 |
| DEWEY DECIMAL CLASSIFICATION NUMBER |
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| Classification number |
658.4/5 |
| Edition number |
23 |
| OTHER CLASSIFICATION NUMBER |
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| Classification number |
BUS007000 |
| -- |
BUS041000 |
| -- |
BUS103000 |
| Source of number |
bisacsh |
| SYSTEM CONTROL NUMBER |
|---|
| System control number |
(IMchF)fol15183751 |
| DATE AND TIME OF LATEST TRANSACTION |
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| control field |
20170126100439.0 |
| CONTROL NUMBER |
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| control field |
57450 |
| CONTROL NUMBER IDENTIFIER |
|---|
| control field |
UOWD |
| MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
Cowan, David, |
| Dates associated with a name |
1961- |
| TITLE STATEMENT |
|---|
| Title |
Strategic internal communication : |
| Remainder of title |
how to build employee engagement and performance / |
| Statement of responsibility, etc |
David Cowan. |
| PROJECTED PUBLICATION DATE |
|---|
| Projected publication date |
1408 |
| PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
|---|
| Place of publication, distribution, etc |
London : |
| Name of publisher, distributor, etc |
Kogan Page Ltd., |
| Date of publication, distribution, etc |
2014. |
| PHYSICAL DESCRIPTION |
|---|
| Extent |
x, 176 p. : |
| Other physical details |
ill. ; |
| Dimensions |
24 cm. |
| SUMMARY, ETC. |
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| Summary, etc |
" A 2012 State of the Sector survey compiled by Gatehouse, in conjunction with the Institute of Internal Communication, reveals that improving leadership communication has emerged as a top priority, with 60% of respondents naming it as their main focus over the next 12 months. While decisions made by management may be perfectly rational, poor communication can leave employees confused, worried or disinterested. This can directly impact the levels of engagement and performance across an organization. Strategic Internal Communication offers a holistic approach to building engagement, performance and cultural integration. It looks at the relation between the traditional silos of internal organizational communication, HR and employee engagement and demonstrates how communication is a key factor in breaking down barriers. Using the Dialogue Box approach, an efficient framework for assessing the needs and impact of internal communications, it allows managers and leaders to understand the emotions of their company and how this links to the ways employees interpret events and information"-- |
| -- |
Provided by publisher. |
| SUMMARY, ETC. |
|---|
| Summary, etc |
"Effective internal communications is a much neglected area in the world of business. While most organizations recognize that the external communication between customers and shareholders is crucial to the success of a business, very few consider the implications of their internal communication or develop a clear strategy for it. So while management decisions may be perfectly rational, badly executed communication can leave staff across the organization confused, worried or disinterested. Strategic Internal Communication offers a complete approach to building engagement, performance and cultural integration in any organization. It looks at the relation between the traditional silos of internal communication, HR and employee engagement and demonstrates, using the new Dialogue Box approach, how to use communication more effectively and strategically to break down these barriers"-- |
| -- |
Provided by publisher. |
| FORMATTED CONTENTS NOTE |
|---|
| Formatted contents note |
Machine generated contents note: Preface -- Introduction -- The structure of this book -- Questions01 The new organizational triangle: Internal communications, employee engagement and HR -- 21st-century communications: A changing paradigm -- Communicating in the new information space -- Internal communications is about communicating behaviour -- The internal communications and employee engagement -- partnership -- Partnering with HR: communicating organizational values -- What are the benefits of effective internal communications? -- One last point... -- Questions02 Culture shock: Corporate culture does not exist -- The illusion of organizational culture -- Using dialogue to integrate the organization -- Using dialogue to connect -- Communicating change -- Dialogue as power -- Communication space as a vacuum -- Introducing the 'dialogue box' -- Questions03 Zone 1: Intelligence - how organizations and people think -- So, what is intelligence? -- The power of knowledge -- Getting your employee's attention -- The intelligent organization: consensus and learning -- Building the learning organization -- Conclusion -- Questions04 Zone 2: Emotion - How organizations and people feel -- What is emotion? -- Emotional management -- Three steps to effective emotional management -- Strategies for emotional management -- Motivational emotions -- Questions05 Zone 3: Interpretation - How organizations and people understand -- What is interpretation? -- The key of meaning -- Meaning to connect -- Questions06 Zone 4: Narrative - How organizations and people agree (or disagree!) -- What is narrative? -- How we tell stories -- Counter-narrative -- Telling the corporate story -- Questions07 The end zone: Ensuring effective dialogue - how organizations and people talk -- What is dialogue? -- Fostering dialogue -- Connecting and disconnecting -- Disconnected intelligence -- Disconnected emotions -- Disconnected interpretation -- Disconnected narrative -- Epilogue -- Questions08 Using the dialogue box -- 1. Explaining the dialogue box -- 2. Using the dialogue boxIndex. |
| GENERAL NOTE |
|---|
| General note |
Includes index. |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
Communication in organizations. |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
Communication in management. |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
Communication in personnel management. |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
BUSINESS & ECONOMICS / Business Communication / General. |
| Source of heading or term |
bisacsh |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
BUSINESS & ECONOMICS / Management. |
| Source of heading or term |
bisacsh |
| SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name as entry element |
BUSINESS & ECONOMICS / Organizational Development. |
| Source of heading or term |
bisacsh |
| ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Koha item type |
REGULAR |