1. Introduction
Nowadays with globalization human resources are becoming more and more important, less in the sense of their “performing activities “ (Gutenberg 1979) but rather in that of “dispositive activities” focussing on inventiveness, creativity and motivation. Most
problems in a corporation don’t originate from technical but from communicative causes.
Globalisation implies changes in corporation structures all over the world. Only active and fully motivated personnel can meet the challenges of mergers, hostile takeovers, acquisitions and changes of corporate structure due to new technologies. These changes require a basic improvement of corporate communication.
The aim of internal communication is to enable employees to see constant changes as an opportunity. Communication ought to be a continuous process.
To begin with, introductory explanations of human resource management and communication will be given. General conditions of successful communication will be described.
2. Internal communication
2.1. Human resource management explained
Human resource management consists in influencing the behaviour of subordinate employees. Human resource management must be aware of the fact that the human beings that are to be guided are no mere objects but personalities with ideas, moral concepts and interests on their own.
Table of Contents
1. Introduction
2. Internal communication
2.1. Human resource management explained
2.1.1. The management task of motivating employees
2.1.2. Success in human resource management
2.1.3. Leadership as a cost-factor
2.2. Explanations of communication
2.2.1. The process of communication
2.2.2. Communication with employees
2.2.3. Functions and aims of communication with employees
3 Leadership in the process of communication
3.1. Transmitting information to the members of the organisation
3.2. Satisfaction of social needs
3.3. Communication serves management
4. Successfull talk to employees
4.1. Communicative competence
4.1.1. Attention is the foundation of communication
4.1.2. Question to start communication with
4.1.3. Feedback
4.1.4. Intercultural communicative competence
4.2. Finding out about faulty communication and conflicts
5. Conditions for succesful communication
5.1. Directives of communication as part of management principles
5.2. Management, advice and training
5.3. Trust
6. Conclusion
6.1. Summary
6.2. Fazit
Objectives and Core Topics
This paper examines the critical role of internal communication as a fundamental instrument of modern leadership in human resource management. It explores how effective communication strategies—ranging from basic information exchange to complex intercultural dialogue—can enhance employee motivation, drive corporate identity, and ultimately improve organizational performance in a globalized business environment.
- The relationship between internal communication and employee motivation.
- Leadership and communication as essential tools for organizational change.
- The significance of communicative competence in management.
- Strategies for overcoming barriers to effective communication and conflict resolution.
- The role of trust and clear management directives in corporate communication.
Excerpt from the Book
2.1.1. The management task of motivating employees
For a lot of people work is an essential part of their lives. Nowadays money and other material incentives are not the only source of motivation. The typology of human needs and desires according to Maslow points out several clusters of human needs that can be satisfied by communication with employees and thus enhance efficiency. Some corporations got into trouble because they concentrated on material rewards and neglected the fact that the employees wanted work that made sense.
The motivation-model created by Maslow (1954) is an excellent tool to bring order into different aspects of motivation for work depending on internal communication: The basic idea of the theory is that human behaviour is governed by five categories of needs. They are structured in a hierarchical order.
The five categories are: Physiological needs, the need of security (e.g. avoiding the danger of a lack of information), Social needs (affection, group identity, social contacts), the need to be appreciated and to have self-respect, and finally the needs of self-actualization that manifests itself after all the previous needs or deficits have been satisfied and a basic contentment has been achieved.
Maslow’s pyramid of human needs has to be seen from its base: Human behaviour is governed by the needs that have not been satisfied. The next step upward is automatically taken when the lower need has been satisfied.
Summary of Chapters
1. Introduction: Highlights the increasing importance of human resource management due to globalization and the shift toward communication-focused corporate structures.
2. Internal communication: Explains the foundations of human resource management, motivation models such as Maslow's hierarchy, and the process of communication within an organization.
3 Leadership in the process of communication: Discusses how leadership functions through communication, emphasizing information dissemination and the satisfaction of social needs.
4. Successfull talk to employees: Examines practical communicative skills, including feedback and intercultural competence, and strategies to identify and overcome communication barriers.
5. Conditions for succesful communication: Addresses the necessity of clear management directives, professional training, and the establishment of trust for effective industrial relations.
6. Conclusion: Synthesizes the core findings, emphasizing that successful leadership requires a holistic approach to communication, motivation, and corporate integration.
Keywords
Internal communication, Human resource management, Leadership, Employee motivation, Maslow’s hierarchy of needs, Corporate culture, Communicative competence, Feedback, Intercultural management, Organizational change, Conflict resolution, Trust, Management principles, Employee performance, Globalization.
Frequently Asked Questions
What is the core focus of this academic paper?
The paper focuses on the vital contribution of internal communication to successful human resource management and its role as a key instrument for modern leadership.
What are the primary themes discussed in this work?
Key themes include employee motivation, the psychology of communication, management leadership styles, the impact of globalization on corporate structures, and strategies for effective information flow.
What is the primary research objective?
The objective is to demonstrate how managers can utilize communication to foster employee identification, increase productivity, and effectively navigate the challenges posed by continuous corporate change.
Which scientific methods are applied?
The author utilizes a comprehensive literature review, drawing on established management theories (such as Maslow’s motivation model) and communicative concepts (such as Watzlawick’s communication theory) to analyze corporate practices.
What is covered in the main body of the text?
The main body covers theoretical explanations of HRM, the practical implementation of communication tools, the role of leadership, necessary communicative skills, and the environmental conditions required for successful interactions.
Which keywords best characterize this work?
The work is characterized by terms such as internal communication, leadership, employee motivation, communicative competence, and intercultural management.
How does the author define the relationship between leadership and communication?
The author argues that communication is not merely an auxiliary tool but is synonymous with leadership itself, as it is the primary means for managers to influence, guide, and motivate their staff.
Why does the author place such strong emphasis on trust?
Trust is identified as an essential prerequisite for effective industrial relations because it facilitates the open exchange of information and prevents the detrimental effects of filtering or withholding data.
What role does intercultural competence play in this study?
In the context of globalization and cross-border mergers, the author emphasizes that CEOs and managers must possess the competence to understand the diverse attitudes and cultural backgrounds of their employees to maintain organizational cohesion.
What does the author suggest to overcome communication barriers?
The author suggests that organizations must identify specific barriers (e.g., status, perception, or language), implement clear management directives, and provide ongoing training to managers to ensure a transparent flow of communication.
- Citation du texte
- Maria Rocío Gall (Auteur), 2009, How internal communication can contribute to successful personal management, Munich, GRIN Verlag, https://www.grin.com/document/151228
