Organisatsioonisisene kommunikatsioon muudatuste kontekstis Sisekaitseakadeemia näitel
Date
2005
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Tartu Ülikool
Abstract
Description
In this bachelor thesis I research the internal communication in the context of change
by the example of Public Service Academy of Estonia.
The theoretical material is divided into four main parts: a short overview of formal
organization and the meaning of communication in this context, internal
communication, organizational change and communication in the process of change.
The empirical part of the thesis consists of two surveys: 1) interviews with 17
employees (leaders and academic personnel); 2) questionnaire among 27 persons from
different departments and positions (leaders, officials, academic personnel).
I summarize the empirical material in theme blocks and draw conclusions about the
different aspects of internal communication, identity and organizational climate in the
academy in the context of change. Suggestions for improving the communication are
represented in the part of discussion.
According to this bachelor thesis can be said, that the process of change is
complicated, where problems often emerge during the reorganization. The academy is
percieved as changing, developing, fragmented and chaotic organization. There exists
some mistrust and unsatisfaction concerning the management and the organizational
climate is not percieved as open in the academy. Some conflicts and uncertainty in the
organization can be noticed. The identity of the academy is percieved as vanishing
because of the changes. There are also some problems in the internal communication:
unsystematic communication is partly the reason why the information flow is too
slow, cooperation between the departments is insufficient and the process of
participation of the employees is not effective. A number of the problems arised from reorganizations are corelated with deficient communication, incoordination of
activities and insufficient planning. The survey represents that there is no general
resistance to the organizational change but more justifications, a concrete vision and
clearly defined objectives are needed by the employees. It is important that the
academy has the resource of motivated employees who contribute to the
organizational development. They should be more integrated in the decision process.
The academy is rapidly developing and changing. Problems, often inevitably
emerging in the process of change, could be reduced by a systemic and well organized
internal communication.
Keywords
H Social Sciences (General), bakalaureusetööd, organisatsioonid, organisatsioonikommunikatsioon, sisekommunikatsioon, Sisekaitseakadeemia