A mixed methods contribution analysis of UK students’ unions’ internal communications response to addressing staff motivation during the Covid-19 pandemic

This macro-level, mixed methods contribution analysis evaluates the influence of students’ unions internal communication response to the Covid-19 pandemic on staff motivation. Recognising the role individual interpretation and perception play in the receipt of such messages, this paper seeks to understand which motivating factors union managers sought to address through their communications, whether these efforts were recognised by staff and whether there is evidence they may have helped to alleviate employee concerns. The evaluation findings will be of interest to student union managers and professionals looking to enhance communications and improve employee motivation. Received: 14 September 2021Accepted: 27 October 2021

Organizational Communication Study: Organizational Control Theory Implementation by HMI Purwokerto Branch in the Omnibus Law Demonstration

This study aims to examine the organizational communication control strategy carried out by the Purwokerto Branch of the Islamic Student Association (HMI) to demonstrate the Ratification of the Job Creation Bill (Omnibus Law). The method used is descriptive qualitative using organizational control theory as a theoretical framework. The results showed that the involvement of the Purwokerto Branch of HMI in the Omnibus Law demonstration was a critical intellectual movement that arranged forward a constitutional approach. The simple control aspect is implemented through a three-layer communication mechanism. The solidarity of members towards the three layers of communication constructs communication conduct harmoniously. HMI uses two technical tools for technical control, specifically communication aids and internal identification tools as non-verbal symbols of the organization. There are strict controls to identify members in the demonstration through the symbol. Regarding bureaucracy, this organization prioritizes communication with local authorities regarding the fulfillment of formal rules before holding a demonstration. In addition, organizational procedures are also carefully considered, especially regarding consolidating the organization’s internal communications. Conservative control is implemented by strengthening interpersonal communication with active members or alumni networks spread across various professions. The organizational communication control strategy of the HMI Purwokerto Branch focuses on the harmonization of demonstrations that prioritize aspirational and implementation communication by emphasizing a constitutional approach.

The origins of internal communication and employer branding in marketing theories

Internal communications and employer branding are recognized as important tools for achieving an inspirational working environment, which is both an aim and a means of differentiation between organisations. A growing number of studies demonstrate a connection between internal communication and employee identification with the organisation they work for, as well as with their perception of employer’s brand. The aim of this theoretical paper is to identify and elaborate theoretical foundations that contributed to the development of these two concepts. For that purpose, marketing schools of thought, primarily social exchange school of marketing thought and relationship marketing are analysed and related to the concepts of internal communication, and employer branding. The analysis shows that social exchange school theories can be applied to describe values that are exchanged through internal communication and employer brand activities, while relationship marketing principles are used when implementing these activities in order to develop positive employee relationships.

Better Benefits for Better Business: Certified Benefit Corporations Connected Through Internal Communications

Despite the broad body of research examining Corporate Social Responsibility (CSR) communications, there remains a lack of literature discussing the expansion of Certified Benefit Corporations (B Corps), which are businesses that meet a verified social and environmental performance to advance social good. Existing research analyzes the connection of internal communications and CSR. The following research reviews this relationship and suggests that more for profit companies qualify to be an effective B Corp due to shared qualitative characteristics of internal communications. The characteristics reviewed are corporate storytelling, triple bottom line values, and the importance of key decision makers. The literature review connects CSR and internal communications to form the foundation of 21 interview questions. The interview questions were used to identify qualitative characteristics of B Corps through an in-depth interview process. Top key decision makers in B Corps were selected to interview to gather qualitative information on their internal communications. The interview questions led to an open dialogue about the influence B Corps has had on each company. Each interview was transcribed accordingly and discussed in the research below. Three themes were discovered after reviewing the primary research. The overall consensus suggests that a sense of strong internal communications in a company can be represented in a Certified Benefit Corporation.

Features of process of development and functioning of mechanisms of state publication in internal communications of the armed forces of Ukraine

Problem setting. NATO focuses on strategic communications considering its security component. Strategic communications are one of the top priorities in the world security, thus it is highly important to consider NATO cooperation aspects for coordinated cooperation in strategic communications. One of the most important components of the NATO strategic communications is internal communications, especially work with personnel and internal interrelations.The paper is aimed at considering particular effective mechanisms of public administration in internal communications of the Armed Forces of Ukraine (AFU) and providing proposals to the Ministry of Defence of Ukraine and AFU considering personal experience gained in the east of Ukraine. This experience could be implemented in security and defence sector of Ukraine to neutralize threats in hybrid warfare. Recent research and publications analysis. The theory and methods of strategic communications and internal communications are studied in papers of Yu. Bakaeyev, A. Barovska, S. Hutsal, I. Doronin, N. Drahomyretska, D. Dubov, V. Kniazev, L. Kompantseva, O. Kushnir, V. Lipkan, T. Popova, O. Salnikova, V. Semenenko, A. Ivaschenko, Ye. Nevalnyi etc. The Ukrainian scientists pay more attention to problems of strategic communications implementation.In November 2020, the Minister of Defence of Ukraine declared the transfer of administrative processes and principles of the AFU to new standards till the end of 2022. Moreover, he underscored that a new style of military leadership, new philosophy of relations within the AFU.Highlighting previously unsettled parts of the general problem. Despite the permanent focus on the internal communications issue, it should be improved in view of current information environment and hybrid threats affecting the Ukrainian society conscience.Paper main body. Internal communications mean the process of information exchange among staffs and units; commanders and staffs (vertically) and among units (horizontally) based on effective relations among subordinates and commanders. According to the NATO standards, the internal communications are aimed at aligning the large-scale tasks, plans, and strategies defined by the commanders and personnel. The internal communications contribute to the organization (ministry) image. The example of the effective internal communications system is the project implemented in the anti-terror operation (ATO) region in the east of Ukraine in March 2015. It consisted of formation of high mobile groups of internal communications which worked in ATO region and resolved service related problems. This project was aimed at hearing people, supporting them, teaching them to act in difficult situations, providing appropriate answers to their questions.Groups dealt with moral and psychological, social and legal support issues. They consisted of representatives of clergy, public organizations, and artists to support commanders in establishing the personnel communication and appropriate psychological support. Their activities were focused on establishment of internal communications as a component of the effective administrative activity and leadership in order to achieve personnel motivation and loyalty. Generally, there were five groups responsible for administration issues of all groups involved, for moral support, for psychological support, for social and legal support, for cultural support.Groups used methods, questionnaires, and tests approved by instruction of the AFU General Staff and scientific research institutions.Conclusions of the research and prospects for further studies. The current challenges force the scientists to search solutions in the interests of national security and defence, meanwhile, there is no comprehensive approach to the improvement of the internal communications system. The current system of internal communications should be thoroughly revised based on the experience gained in the east of Ukraine and NATO nations.

Modelling Internal Communications at St. Michael’s Hospital

Healthcare communications is a niche area of the professional communication field that has been studied from a social identity perspective by several researchers. In this qualitative study, interviews and documents were collected to evaluate the relationship between internal communications and social identity at St. Michael’s Hospital in Toronto, Ontario. Results showed a process of internal communications management that began with planning communications, moved through implementation and then involved measuring communications practices and planning for future changes. Throughout this process, the ‘unique identity’ of St. Michael’s Hospital was used as an inspiration for communications planning, messaging and measurement in order to reinforce a valid identity for employees. Moving forward, the public affairs and communications department could further expand their staff training and measurement tools in order to further solidify their status as an adaptive communications system.

Modelling Internal Communications at St. Michael’s Hospital

Healthcare communications is a niche area of the professional communication field that has been studied from a social identity perspective by several researchers. In this qualitative study, interviews and documents were collected to evaluate the relationship between internal communications and social identity at St. Michael’s Hospital in Toronto, Ontario. Results showed a process of internal communications management that began with planning communications, moved through implementation and then involved measuring communications practices and planning for future changes. Throughout this process, the ‘unique identity’ of St. Michael’s Hospital was used as an inspiration for communications planning, messaging and measurement in order to reinforce a valid identity for employees. Moving forward, the public affairs and communications department could further expand their staff training and measurement tools in order to further solidify their status as an adaptive communications system.

Internal communications explored: Disseminating information, expressing mission statement values

This research paper explores internal communication and focuses on understanding some tactics used to communicate mission statement values with employees. Internal communication is disseminated within organizations to create awareness, foster understanding and offer direction on how to attain corporate goals. Distributing internal communication also ensures a focused workforce. Drawing from communication theory and literature, this study analyzes internal communication practices within a Canadian communications firm. Specifically, email sent from a Director to employees related to mission statement values from March 1, 2011 to April 30, 2011 were analyzed drawing from research done by Cheney (1983b). Findings of this study suggest that within the sample, communication was one-way and controlled, using various styles and tactics to express mission statement values with employees. Future research is called for to investigate the impacts for such a communication model.