Methodology, Particularly Paradigms Used In Two Articles - 550 Words

Methodology, Particularly Paradigms Used In Two Articles (Article Critique Sample) Content: METHODOLOGY AND METHODSby Students NameCode + Course NameProfessors NameUniversity NameCity, StateDateArticle 1Chang, Hueiju, and Hsi-Peng (2014) carried out research on the important nature of the social media with regards to popular cohesion and message diffusion. Despite the fact that several paradigms are employed in research such as positivism, critical theory, and critical theory, these researchers apply the positivism approach (Ryan 2015). It was developed by a French philosopher known as August Comte. His argument about paradigms was that actual knowledge is one obtained from the researchers senses. As such, the research methodology used include observation and experiment. Chang, Hueiju, and His-Peng use the elaboration likelihood model (ELM) to observe the influence of quality and attractive messages on popular cohesion and message diffusion. When coupled with relative significance and user expertise, the usefulness and preference of a quality message lead to liking and sharing of the intention. As such, business utilizing the social media for marketing purposes gain market shares for their products. Article 2Saini and Budhwar (2008) employ the critical theory model which is very different from the earlier discussed approach. The argument of this method revolves around the employment of ideology critique and the action research. This method was to serve as a means to provide social scientists with an investigation plan for their researches. Following the research by Saini and Budhwar, who were investigating the human resource management practices of small and medium enterprises (SMEs), they utilized the case study methodology. This allows the contextual analysis of phenomena and deducing proper conclusions from the same. It is a form of action research where the researchers can analyze information, generate solutions which are implemented (Huss 2016). Their analysis revolves around the argument that the people management practices in SM Es are hindered primarily by their bounded rationality (Saini and Budhwar 2008). This implies that these entrepreneurs usually believe that they are doing all they can to manage their people resources. Following their analysis, they discovered that their focus is primarily on financial, emotional and social support for their workforce. MeritsFollowing the first methodology employed in the first article, positivism, there is a unique advantage it offers. This paradigm produces quantitative traits in the research implying that data trends can be easily monitored and generated as opposed to the qualitative form of data (Ryan 2015). The data is very reliable. On the other hand, the critical theory model collects information that is analyzed to produce solutions to be acted upon. Its merit is the solutions generated are dependent on the reality of the situation. It can also employ both the positivism and post-positivism approaches (Rubin and Babbie 2011). As opposed to the positivism me thodology, however, the critical theorys limitation is that it cannot be used to generate multiple conclusions or interpretation from the data (Huss 2016). Best approach for my studyThe positivism paradigm bests suits my research because of its ability to generate quantitative data for analysis purposes. The data is therefore not limited to one or two interpretations similar to the critical theory model. The critical theory model focuses on generating solutions from the presented reality...

Communication of an Organization - 1375 Words

Communication of an Organization (Essay Sample) Content: COMMUNICATION OF AN ORGANIZATIONStudentà ¢Ã¢â€š ¬s nameCode + course nameProfessorà ¢Ã¢â€š ¬s nameUniversity nameCity, StateDateCommunication of an OrganizationExecutive SummaryCommunication is the basis of living for all social beings. It is through communication that people are able to work together and reach a common goal. Communication in the business sector has called for the attention of many people because it has been discovered that it is the source of most business failure. For this reason, I was compelled to carry out a research on the communications within an organization (Thomas 2010). This was achieved through several researches run in institutions and some business organizations. It is from the findings that this report was compiled and assumptions as well as recommendations made.Scope of the ReportThis report is centered on the different modes of communication in an organization. In addition to that, it will focus on the diverse effects of different c ommunication styles on the staff and the organization at large. However, more emphasis will be placed on the leadership management and communication styles because of awareness of the truth that communication from the managerial departments of any organization greatly influence the other modes of communication. For this reason, therefore, this report gives detailed information of how different communication styles among the leadership such as, authoritative and dictatorial styles influence the other communications in the organization. The conclusion is based on the factual evidence found and thereafter, a recommendation of the appropriate communication styles to be used in a business organization.IntroductionCommunication is the process of transmitting information from one party to another. It could either be formal or informal. Nevertheless, it is important to acknowledge the fact that it is the mode of leadership which influences the communications within the organization (Ashkana sy 2011). For example, the team and group dynamics as well as the interpersonal relationships among the staff members are highly influenced by the style which the leaders adapt. It is, therefore, essential that we understand the leadership and management communication styles which form the foundation for the other communications in an organization (Thomas 2010). This is a conclusion based on my experience in an organization as well as a series of researches in several other organizations.Findings and DiscussionLeadership and management communication stylesLeadership to begin with is the method with which the activities of an organization are influenced with the objective of reaching the achievement of the set goals of the business organization (Ashkanasy 2011).Research indicates that it is the leadership of the organization which is responsible for both the successes and failures of the organization. This, therefore, calls for proper management with qualified leadership skills among the managers of all business organizations (Dwyer 2013). In addition to that, effective leadership comes along with essential traits for the manager. For example, an effective leader is one who is highly flexible. This is in terms of their ability to adapt change towards the positive quite fast for the benefit of the business. A successful leader must also be firm and quick in decision making (Ashkanasy 2011). This is based on the fact that the decisions, which are made, have a significant impact on the achievement of the objectives of the business within the outlined durations. These traits are besides others and thus demanding all managers to bear them and to be able to run their organizations and to take up the responsibility of leading employers.In the several organizations within which I conducted my research, I discovered that there are several leadership styles which different managers employ in their management. Most leaders adapted the diverse techniques depending on their employeesà ¢Ã¢â€š ¬ traits, the size of their organization and their personality among other factors (Dwyer 2013). The varying leadership styles were discovered on the foundation of how authority was being exercised. However, not all leadership styles were healthy to both the leaders and employees as it is discussed below; * Dictatorial style * Authoritative style * Consultative style * Participative team styleThe style used is based on the amount of authority common between the leadership and the employees. The diagram below represents the different style with respect to their complexity and suitability.The dictatorial styleThis is a form of leadership where the leader acts as a dictator. This implies that all authority is on the leader. In addition to that, the, manager has the utmost authority to make decisions within the organization. The manager, therefore, determines the work load per working session of the employees. The manager also determines their working conditions and makes other decisions, which at certain, extremes. The decisions include compensation to employees and likewise their working or being laid off from work (Koproswka 2010). It is, however, important to note that, among the outstanding description of this form of leadership style, the voices of the workers are never put into consideration rather they have to comply to what is set by their leader. The leader also employs unwarranted disciplinary authority against the staff who fails to comply with his orders.The authoritative styleThis form of leadership is also known as the autocratic style. It entails leaders who set their expectations, goals and objectives of the firm so undoubtedly (Hargie 1999). This is always in relation to what has to be done and the timing of the same. It is pretty close to the dictatorial form of leadership because the decisions made are dependent on the authoritarian leader (Koproswka 2010). Research reveals that this style is often manifested when there is s carce time for group discussion to be considered in decision making and when the leader happens to be the only clued-up member of the group. Among its distinguishing traits, the leader is always bossy and attempts to degrade the other members of staff (Loewy 2009).The consultative styleThis is a form of leadership, which is task, leaning and utter focus is placed on the final results which are reached at by employing the ideas and knowledge of the other members. This implies that before any plans are formulated and implemented, in addition to any coming up, with any decision, a process has to be followed in which all members of the staff have to participate (Hargie 1999). However, the final decisions will always be made by the leader who will be based on the ideas given by the members.This form of leadership is found on the assumption that the staff will be affected by the decisions made. Therefore, it is essential that they participate in solving any problems that are subject to a rising in time. This style also emphasizes on team building, which is unlike, the case with the earlier discussed styles of leadership (Koproswka 2010).The participative team styleThis is a form of leadership style where all members of the organization are engaged in order to recognize the fundamental goals of the firm. This form of leadership also helps to advance the processes and tactics of meeting the set goals and objectives. The describing characteristic of the leader in this form of leadership is that they take up the role of the facilitator and not that of a dictator who dominates on the staff (Hayes 2013). The final decision is always limited to the group thus ensuring it is profitable to all members. * It was discovered that dictatorial and authoritative styles of leadership led to a cold emotional climate among the staff. In addition to that, they also created poor interpersonal skills among the staff with the workers living a different life when compared to their leaders . They also created inferiority among the workers thus lowering their performance and likewise the success of the business. * Consultative and participative styles on the other hand created positive interpersonal relations. In addition to that, the verbal and non verbal communication that came with them was fairly sociable. Team spirit was recognized and the two styles thus led to business success.ConclusionsFrom the research, it was discovered that the mode of communication used by the leadership greatly influenced the other communications within the organization or institution under discussion . This is as discussed below (Hargie 1999).~dictatorial style:From the research conducted, dictatorial form of leadership was proved to be the worst. It lowers the self esteem of the members and lowers their performance at work.~authoritative styleThis form of leadership likewise had negative impact on the members of staff. It created in... Communication of an Organization - 1375 Words Communication of an Organization (Essay Sample) Content: COMMUNICATION OF AN ORGANIZATIONStudentà ¢Ã¢â€š ¬s nameCode + course nameProfessorà ¢Ã¢â€š ¬s nameUniversity nameCity, StateDateCommunication of an OrganizationExecutive SummaryCommunication is the basis of living for all social beings. It is through communication that people are able to work together and reach a common goal. Communication in the business sector has called for the attention of many people because it has been discovered that it is the source of most business failure. For this reason, I was compelled to carry out a research on the communications within an organization (Thomas 2010). This was achieved through several researches run in institutions and some business organizations. It is from the findings that this report was compiled and assumptions as well as recommendations made.Scope of the ReportThis report is centered on the different modes of communication in an organization. In addition to that, it will focus on the diverse effects of different c ommunication styles on the staff and the organization at large. However, more emphasis will be placed on the leadership management and communication styles because of awareness of the truth that communication from the managerial departments of any organization greatly influence the other modes of communication. For this reason, therefore, this report gives detailed information of how different communication styles among the leadership such as, authoritative and dictatorial styles influence the other communications in the organization. The conclusion is based on the factual evidence found and thereafter, a recommendation of the appropriate communication styles to be used in a business organization.IntroductionCommunication is the process of transmitting information from one party to another. It could either be formal or informal. Nevertheless, it is important to acknowledge the fact that it is the mode of leadership which influences the communications within the organization (Ashkana sy 2011). For example, the team and group dynamics as well as the interpersonal relationships among the staff members are highly influenced by the style which the leaders adapt. It is, therefore, essential that we understand the leadership and management communication styles which form the foundation for the other communications in an organization (Thomas 2010). This is a conclusion based on my experience in an organization as well as a series of researches in several other organizations.Findings and DiscussionLeadership and management communication stylesLeadership to begin with is the method with which the activities of an organization are influenced with the objective of reaching the achievement of the set goals of the business organization (Ashkanasy 2011).Research indicates that it is the leadership of the organization which is responsible for both the successes and failures of the organization. This, therefore, calls for proper management with qualified leadership skills among the managers of all business organizations (Dwyer 2013). In addition to that, effective leadership comes along with essential traits for the manager. For example, an effective leader is one who is highly flexible. This is in terms of their ability to adapt change towards the positive quite fast for the benefit of the business. A successful leader must also be firm and quick in decision making (Ashkanasy 2011). This is based on the fact that the decisions, which are made, have a significant impact on the achievement of the objectives of the business within the outlined durations. These traits are besides others and thus demanding all managers to bear them and to be able to run their organizations and to take up the responsibility of leading employers.In the several organizations within which I conducted my research, I discovered that there are several leadership styles which different managers employ in their management. Most leaders adapted the diverse techniques depending on their employeesà ¢Ã¢â€š ¬ traits, the size of their organization and their personality among other factors (Dwyer 2013). The varying leadership styles were discovered on the foundation of how authority was being exercised. However, not all leadership styles were healthy to both the leaders and employees as it is discussed below; * Dictatorial style * Authoritative style * Consultative style * Participative team styleThe style used is based on the amount of authority common between the leadership and the employees. The diagram below represents the different style with respect to their complexity and suitability.The dictatorial styleThis is a form of leadership where the leader acts as a dictator. This implies that all authority is on the leader. In addition to that, the, manager has the utmost authority to make decisions within the organization. The manager, therefore, determines the work load per working session of the employees. The manager also determines their working conditions and makes other decisions, which at certain, extremes. The decisions include compensation to employees and likewise their working or being laid off from work (Koproswka 2010). It is, however, important to note that, among the outstanding description of this form of leadership style, the voices of the workers are never put into consideration rather they have to comply to what is set by their leader. The leader also employs unwarranted disciplinary authority against the staff who fails to comply with his orders.The authoritative styleThis form of leadership is also known as the autocratic style. It entails leaders who set their expectations, goals and objectives of the firm so undoubtedly (Hargie 1999). This is always in relation to what has to be done and the timing of the same. It is pretty close to the dictatorial form of leadership because the decisions made are dependent on the authoritarian leader (Koproswka 2010). Research reveals that this style is often manifested when there is s carce time for group discussion to be considered in decision making and when the leader happens to be the only clued-up member of the group. Among its distinguishing traits, the leader is always bossy and attempts to degrade the other members of staff (Loewy 2009).The consultative styleThis is a form of leadership, which is task, leaning and utter focus is placed on the final results which are reached at by employing the ideas and knowledge of the other members. This implies that before any plans are formulated and implemented, in addition to any coming up, with any decision, a process has to be followed in which all members of the staff have to participate (Hargie 1999). However, the final decisions will always be made by the leader who will be based on the ideas given by the members.This form of leadership is found on the assumption that the staff will be affected by the decisions made. Therefore, it is essential that they participate in solving any problems that are subject to a rising in time. This style also emphasizes on team building, which is unlike, the case with the earlier discussed styles of leadership (Koproswka 2010).The participative team styleThis is a form of leadership style where all members of the organization are engaged in order to recognize the fundamental goals of the firm. This form of leadership also helps to advance the processes and tactics of meeting the set goals and objectives. The describing characteristic of the leader in this form of leadership is that they take up the role of the facilitator and not that of a dictator who dominates on the staff (Hayes 2013). The final decision is always limited to the group thus ensuring it is profitable to all members. * It was discovered that dictatorial and authoritative styles of leadership led to a cold emotional climate among the staff. In addition to that, they also created poor interpersonal skills among the staff with the workers living a different life when compared to their leaders . They also created inferiority among the workers thus lowering their performance and likewise the success of the business. * Consultative and participative styles on the other hand created positive interpersonal relations. In addition to that, the verbal and non verbal communication that came with them was fairly sociable. Team spirit was recognized and the two styles thus led to business success.ConclusionsFrom the research, it was discovered that the mode of communication used by the leadership greatly influenced the other communications within the organization or institution under discussion . This is as discussed below (Hargie 1999).~dictatorial style:From the research conducted, dictatorial form of leadership was proved to be the worst. It lowers the self esteem of the members and lowers their performance at work.~authoritative styleThis form of leadership likewise had negative impact on the members of staff. It created in...