1. ROLE OF COMMUNICATION IN ORGANIZATIONS
facilitates internal and external interaction of an organization.
Promotes organizational policies.

2. Ways of communication
Downward
Upward
Lateral
Diagonal

3. Grapevine communication
This travels parallel to, or even ahead of official communication.
Rumour intensity is associated with its importance to the people and the ambiguity of the facts linked to it.

4. Causes of grapevine Employees rely on grapevine when:
Communication from management is limited.
There is pending change
There is preferential treatment to certain employees by managers
They are generally talkative

5. Benefits of grapevine communication
Fills in gaps left by formal communication
Provides answers to unaddressed questions.
Direct and selective method of communication.
Helps managers know their subordinates’ reactions on organizational policies.
Gives constant feedback

6. Grapevine communication cons
Is usually verbal hence untraceable
Based on partial information, exaggeration and subjectivity.
May hamper an organization’s image as it may carry false negative information.
May lead to employee hostility against executives.
Hampers productivity since time may be spent talking rather than working.

7. Grapevine can be spread through
word of mouth
Internet and intranet
Tele/cell phones
Copying machines
Fax machines

8. Managing organizational Grapevine
Supply employees with clear, accurate and timely information
Keep formal communication lines open and the process as short as possible
Use a variety of communication methods to reach everyone in the organization
Participation by managers in organizational social activities
Network with opinion leaders
Manage informal groups.

10. Organizational conflicts
Disagreements between individuals or groups in an organization; or between organizations; within an individual
Dysfunctional view to conflict
The Functional view to conflict

11. Benefits of conflicts Leads to efficient resource allocation
Brings out hidden and burning issues
Help managers understand subordinates attitudes
Leads to quality decision making
Helps in releasing stress

12. Conflicts drawbacks Reduces productivity Delays decision making
Causes low employee morale if not resolved
Sharpens differences and widens the gap between groups
May lead to high labour turn-over or industrial action
Leads to formation of informal groups

13. Conflict management strategies cont…
Competition
Collaboration
Avoidance
Accommodation
Compromise
Assertive
Non-assertive
Non-cooperative
Co-operative

14. Conflict management strategies cont…
Avoidance
withdrawing from or suppressing conflicts (Non assertive & non cooperative)
Useful when
There is need for reflection
conflicting parties need to get over their conflict
One party realizes that they have less power and it will be difficult to change the situation.

15. Conflict management strategies cont...
Accommodation
Placing another’s needs and concerns above your own (co-operative & non assertive).
Useful when:
one realizes his mistakes and wishes to learn.
one part has less power in the relationship.
One wants to build credit for important issues to come.

16. Conflict management strategies cont...
Competition
Satisfying one’s own needs at the expense of another’s no matter the cost (Non co-operative & assertive).
Useful when
unpopular decisions are to be made
Defending policy issues
the relationship with the other party is not important

17. Conflict management strategies cont...
Compromise
Each party giving up something of value (in between).
Useful when
One part cannot force their solution on the other
Two opponents with equal power have different views on an issue.

18. Conflict management strategies cont...
Collaboration
Seeking an advantageous solution for all parties.
Acknowledging and accepting differences, and exploring alternative solutions that meet everyone’s needs and concerns (co-operative & assertive).
Useful when
issues are important to everyone and all sides need to be committed to the solution.
There is need for learning; testing own assumptions and understanding other parties’ views..