Week 4: System Approaches

In this chapter, we have reviewed the system approach to the study of organizational communication. 

System approach views organizations not as ‘self-contained and self-sufficient machines but as complex organisms that must interact with their environment to survive’ (Miller, 2012).

In organization, basic system concepts include the nature of system components, the nature of system process, and the properties that emerge from the conceptualization.

In the US, the Hurricane and Storm Damage Risk Reduction System is difficult to run by itself, because it needs supports from others in terms of engineering, public safety, information management system and shipping industry (Marshall, 2013).

When the floodwall closed to protect the region from hurricanes or storm, it involves the local, state, and government agencies, as well as maritime industry. Therefore, the Flood Protection Authority must deal with all of those industries that will be affected when the floodgate is closed.

Therefore, system approach is needed to look at how the floodgate will influence the organizations and people. As Weick’s Theory of organizing emphasizes how interaction spins around ‘making sense’ of equivocal information environment.

For instance, when flood or storm attacks, the Levee Information Management System will decide to close or open the gate. And, when the gate is closed, it is not only consider public safety, however, it have to concern about the ships that sending cargos into the region.

In a nutshell, system approach is relatively important to develop organizations.  

Reference:

Marshall, B 2013, ‘No easy task to prepare flood protection system if hurricane approaches,’ The Lens 1 August, viewed 24 August 2013, < http://thelensnola.org/2013/08/01/no-easy-task-to-prepare-flood-protection-system-as-hurricane-approaches/>.

Miller, K 2012, Organization Communication, 6^th edn, Wadsworth Cengage Learning, Boston.

Week 3: Human Relation and Human Resources Approaches

In this chapter, I have learn that human needs and social interaction are important in organisational functioning.

In organization, human relations are where by the leaders try to motivate the workers by making them feel more valuable to the company. Satisfying basic human needs and social interaction with co-workers will fulfill the cooperation, motivation, production as well as the function of the organization (Miller, 2012). Maslow’s hierarchy of needs below can explain human needs from least to most.

(Maslow's Hierarchy of Needs Pyramid)

In order to enhance the capability of an organization, a good human resources plan is necessary to its success. Miller (2012) emphasized that team management and the importance of employee involvement in ensuring product or service quality and organizational productivity. 

According to the Newman (2013), the New York Yankees have success in fulfilling the Maslow's hierarchy needs, however, they did not make good use of their human resources. 

Undoubtedly, New York Yankees have recruit talent, however, their team does not always win in the games, this can be seen as lack in human resources development.

In Pfeffer’s seven practices theory, not only select good 'fit' employess for the organization in terms of abilities and skills, but, extensive training and teamwork indeed important to enhance the performance. 

As we can see, in order to enhance their baseball players’ skills and proficiencies, communication in training programs is important to help them in finding their weaknesses and improve them. However, New York Yankees just focus on the best talent or player in the team, rather than encourage in teamwork, which will not produce drastic results for the sport group.

Moreover, information sharing is also important in the sport group communication in order to enhance their performances. Practices of sharing information such as critical thinking, comments about their performance and share ideas will provides solutions and enhance the performance of Yankees sport group as a whole. 

References:

Miller, K 2012, Organization Communication, 6^th edn, Wadsworth Cengage Learning, Boston.

Newman, D 2013, ‘HR Management: Building a Farm System,’ Business2community 18 August, viewed 19 August 2013, <http://www.business2community.com/human-resources/hr-managementbuilding-a-farm-system-0583486>.