| 000 | 05336nam a22003858a 4500 | ||
|---|---|---|---|
| 008 | 140310s2014 enk 000 0 eng | ||
| 010 | _a 2014004440 | ||
| 020 | _a9780749470111 | ||
| 020 | _z9780749470128 (ebook) | ||
| 040 |
_aDLC _beng _cDLC |
||
| 042 | _apcc | ||
| 050 | 0 | 0 |
_aHD30.3 _b.C69 2014 |
| 082 | 0 | 0 |
_a658.4/5 _223 |
| 084 |
_aBUS007000 _aBUS041000 _aBUS103000 _2bisacsh |
||
| 100 | 1 |
_aCowan, David, _d1961- |
|
| 245 | 1 | 0 |
_aStrategic internal communication : _bhow to build employee engagement and performance / _cDavid Cowan. |
| 263 | _a1408 | ||
| 260 |
_aLondon : _bKogan Page Ltd., _c2014. |
||
| 300 |
_ax, 176 p. : _bill. ; _c24 cm. |
||
| 520 |
_a" 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"-- _cProvided by publisher. |
||
| 520 |
_a"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"-- _cProvided by publisher. |
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| 505 | 8 | _aMachine 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. | |
| 650 | 0 | _aCommunication in organizations. | |
| 650 | 0 | _aCommunication in management. | |
| 650 | 0 | _aCommunication in personnel management. | |
| 650 | 7 |
_aBUSINESS & ECONOMICS / Business Communication / General. _2bisacsh |
|
| 650 | 7 |
_aBUSINESS & ECONOMICS / Management. _2bisacsh |
|
| 650 | 7 |
_aBUSINESS & ECONOMICS / Organizational Development. _2bisacsh |
|
| 035 | _a(IMchF)fol15183751 | ||
| 500 | _aIncludes index. | ||
| 005 | 20170126100439.0 | ||
| 001 | 57450 | ||
| 003 | UOWD | ||
| 942 | _cREGULAR | ||
| 999 |
_c24055 _d24055 |
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