Organizational Commitment and Communication

Organizational Commitment and Communication

Patti Garbacz

University of Phoenix

COM/530

May 6, 2013

Robert Kolber

Abstract

Many organizational behaviors influence group communication: what is communicated and how it is done. These traits include leadership styles, sources of power, motivation and culture, and commitment of the employees to the organization.

Leadership Styles and Communication

Walt Disney was a charismatic leader who shared his vision of creating “one of the world's leading producers and providers of entertainment and information,” and “seeking to develop the most creative, innovative and profitable entertainment experiences and related products in the world"1 (retailindustry). He communicated this vision to all his employees and encouraged them to adopt it as their own. This was done by creating an extensive orientation and training program for his employees. They were encouraged to treat their customers as guests. They conduct peer interviews using those peers as role models who personalize the communication of company policies and procedures for each position. After 30 days, new employees participate in a mutual evaluation where supervisors discuss job performance and cast members have an opportunity to evaluate how well they were prepared for the job. Disney also uses closed-circuit television to inform cast members about company-wide events (Miller, 1992). The use of employee surveys and emphasis on imagination is an example of Walt Disney wanting the opinions and thoughts of his workers to be heard and recognized. It encourages employee loyalty and trust. When Michael Eisner took over in 1984, the communication of ideas and opinions became stilted and, eventually, non-existent. Eisner was an autocratic, task-oriented leader who stressed things should be “his way, or no way.” Although he increased the value of Disney during his tenure, he alienated upper management as well as the major stockholders in the...