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6
deciding operating measures to get employees involved and motivated, the team can communicate different aspects of a company to employees in inclusive ways. Much like the communications team cannot determine what products to make; it also cannot dictate hiring, training, merit, compensation or other human resources operational policies. More and more, however, public relations practitioners are being invited to comment on such policies and have long been called upon to craft messages about them.
Why is it Important?
According to a study done by the Conference Board, “when employees are more engaged with the company, it outperforms the competitors (Federman, 2009).” Both from revenue and stock price points of view, engagement levels of employees play a significant role in the performance of a company. It is also important to note that Edelman and Ketchum Pleon, two of the biggest PR agencies in the world, have recently established separate internal communications groups, which shows how rapidly the internal communications genre is evolving. According to the Holmes Report, Edelman and Ketchum Pleon are the third and sixth largest PR agencies in the world in 2010 based on 2009 agency fee income, respectively. Moreover, James E. Grunig discussed the lack of academic attention and research on the practice despite its importance in his 1992 journal article (Grunig, 1992).
Object Description
| Title | Intercultural internal communication: Engaging with multinational employees |
| Author | Lim, Chan S. |
| Author email | clim0927@gmail.com; chansoo_83@hotmail.com |
| Degree | Master of Arts |
| Document type | Thesis |
| Degree program | Public Relations |
| School | Annenberg School for Communication |
| Date defended/completed | 2011-04-01 |
| Date submitted | 2011 |
| Restricted until | Unrestricted |
| Date published | 2011-05-05 |
| Advisor (committee chair) | Floto, Jennifer D. |
| Advisor (committee member) |
Thorson, Kjerstin Pierson, Jillian |
| Abstract | Internal communication has evolved over the years from simple one-way communication to multi-directional communication; sources have gone online and it is now easy for employees to talk to one another with help of social media. People are relying on each other to provide and receive information which has eliminated sole information broadcasting. Now, communicators have more platforms and tools to explore in communicating with employees and having them communicate among themselves. Additionally, internal communication becomes more complicated once an employer goes multinational, bringing in different cultural traits. Language and cultural barriers start to form providing obstacles in communicating with each other. So, the role of what the author deems “cultural translators” becomes important. To support this notion, the paper also reviews three multinational companies, NHN USA, PEAK Sports USA and Novartis Oncology. |
| Keyword | intercultural communication; Internal communication; public relations |
| Geographic subject (country) | USA |
| Coverage date | 1995/2010 |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Provenance | Electronically uploaded by the author |
| Type | texts |
| Legacy record ID | usctheses-m3876 |
| Contributing entity | University of Southern California |
| Rights | Lim, Chan S. |
| Repository name | Libraries, University of Southern California |
| Repository address | Los Angeles, California |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-Lim-4478 |
| Archival file | uscthesesreloadpub_Volume26/etd-Lim-4478.pdf |
Description
| Title | Page 11 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 6 deciding operating measures to get employees involved and motivated, the team can communicate different aspects of a company to employees in inclusive ways. Much like the communications team cannot determine what products to make; it also cannot dictate hiring, training, merit, compensation or other human resources operational policies. More and more, however, public relations practitioners are being invited to comment on such policies and have long been called upon to craft messages about them. Why is it Important? According to a study done by the Conference Board, “when employees are more engaged with the company, it outperforms the competitors (Federman, 2009).” Both from revenue and stock price points of view, engagement levels of employees play a significant role in the performance of a company. It is also important to note that Edelman and Ketchum Pleon, two of the biggest PR agencies in the world, have recently established separate internal communications groups, which shows how rapidly the internal communications genre is evolving. According to the Holmes Report, Edelman and Ketchum Pleon are the third and sixth largest PR agencies in the world in 2010 based on 2009 agency fee income, respectively. Moreover, James E. Grunig discussed the lack of academic attention and research on the practice despite its importance in his 1992 journal article (Grunig, 1992). |
