Impact Of New Media On Internal Communications Media Essay

Impact Of New Media On Internal Communications Media riseCornelissen (2008) defines natural conference theory as communication with engagementees interior(a)ly deep down the giving medication (pg195) He as salubrious as went except to state that the emergence of vernal inventions in technologies like internet blogs and emails has evolved into messages non just been restricted to the confine of the office, still ingest faded the thot againstaries amidst home(a) and external communications. This translates to the fact that employees fecal matter now distri thoe in fashionation about an organization or nevertheless a co-employee electronic each(prenominal)y to immaterial stakeholders and they can sh atomic number 18 their views and publish their grievances as well as organise and demand action from the organization. With access to email, blogs and companionable ne bothrking sites for sharing collective in establishment, mevery employees conk corporate communic ations professionals themselves. in the lead the advent of World Wide Web, media communication as means of hatful communication was to a braggart(a) extent star-sided. Newspapers were scripted by a few race and read by thousands television programmes (including newborns and documentaries) were make by a few people and watched by thousands books were typic exclusivelyy written by one person and read by thousands. Internal communications was no different. Employee newsletters were typically demonstrable by a handful of employees and disseminated to the inbuilt workforce.The advent of Web 2.0, which brought with it a clutch of new technologies such as social ne devilrking websites, blogs, etc., tackd this constitution of few-to-m either communication. These new technologies allowed e reallyone to participate in the discussion. Suddenly, communication was non communication at all it became discussion i.e from one way to two way order of communication. This is a fundamental shift in perspective. In the work, the roles and explicit power of the players however ca go for not changed. The employers are as yet the employers with the power to hire and fire employees the employees are still employees who are bound by their employment contracts to their employers and are around times to be seen and not heard. whence it is interesting to examine if there has been a change in the character of innate communication within the workplace as a result of the advent of the new media.This paper attempts to examine the ways in which each new major engine room has changed the nature of sexual communications, and concludes with a view towards the future.2.0 New Media inside the WorkplaceHoltz (2006) points out that any technology that becomes a comm just affair tool on the Internet exit develop its ways onto Intranets. There is perpetually a lag amidst the widespread borrowings of the new technology and the sufferance of the technology by corporations. Ho ltz is as well of the opinion that this is beca workout business leaders tend to dismiss new technologies with contempt, display them as nothing to a greater extent than diversions for youngsters and computer nerds. (pg22). These business leaders get out eventually see a different side to this as the roles between the old and new media is obviously changing, or should I say dumbfound changed? Companies utilise to rely on the intranet and emails to give with their employees, so as well organization to face, but with the emergence and infiltration of new media into peoples lives, communication has taken a totally different form, and it is bound to improve in years to come. check to Henneman 2010, Gartner Inc, a research and advisory firm have predicted that social net operative come through replace email as the primary form of communication for 20% of business employrs by 2014.2.1 Instant MessagingA prime instance of this is the use of mo messaging. Initially no corporate use of endorsement messaging was found to be acceptable. However, as the technology began to be used more and more widely, it began to be adopted by corporations. Today instant messaging is used by a larger number of companies to provide customer support, and to urge on internal communications. Within the corporate network, peculiarly within large corporations, instant messaging represents a non-intrusive manner by which two employees can communicate. If two employees speak over the phone, the conversation may not be surreptitious because it is conducted in an office cubicle where conversations are slow overhead. Instant messaging on the early(a) hand allows two employees to communicate without making any noise whatsoever, and because the conversation can appease private. Instant messaging as well as allows these two employees to communicate without moving from their cubicle.Isaacs et al (2002) find that social use of instant messaging (IM) has a or else different natur e compared to the use of instant messaging in the workplace. They find that whilst social use of IM is short, quick and the users multi toil when chatting utilise IM. Media switching is in addition very common. However, the use of IM in the workplace is slightly longer, and therefore comparable to other impromptu conversations such as face to face conversations, phone calls, etc. Media switching was alike not common. Two main styles of use could be identified, namely working unneurotic and coordinating. Working together involved the use of IM For a number of collaborative activities, such as multipurpose discussions. The conversations are alternatively intense, with threading of the messages. Pairs of employees who work together tend to use IM more frequently, and for working together. The use of IM for coordinating on the other hand is oft with the target area of scheduling interactions in other mediums. The conversations here are slow paced, with fewer and longer turns and little threading and multitasking. Cameron and Webster (2004) find that the success of the use of IM depends on whether a critical mass of users has been established. They as well as find that employees use IM as a replacement for other communication media and also as an additional method for reaching others. Both Cameron and Webster (ibid) and Herbsleb et al (2002) find that IM is used in internal communication where open communication generally takes place.2.2 Social Networking Facebook, LinkedIn, etc.Skeels and Grudin (2009) identify that the use of social networks websites are increasing in the workplace. They opine that the nature of use of social media in the workplace, the feign of this use on productivity, and the nature of any evolution in enterprise-friendly use are all give questions. Their study finds that the use of social networks often creates tensions which span social groups and the organic laws firewall, That is to say, the reach of the use of social networ king websites can have an influence not wholly on the internal communications but also on the come across and business of the organisation externally. Furthermore, they find that the use of social networking websites have only weak ties to productivity.2.3 Blogging and Micro-bloggingEhrlich and Shami (2010) examine the use of micro-blogging in the workplace and find that confidentiality issues state micro-blogging inside the workplace and outside the workplace. Micro-blogging was however relatively widely used, for the pastime main purposesConversation and help from colleagues internal micro-blogging allowed the employees to have conversations with their colleagues in an surroundings that was perceived to be familial. As the discussions were kept within the corporate boundaries, they believed that constructive criticism could be voiced, and to seek for help. The sense of belonging to the organisation also gave some employees an obligation to help others and actively search for colleagues who requested help. veritable time information sharing and awareness One of the main benefits of internal micro-blogging was that it allowed employees to gain information in real time. It allowed for the free sharing of information as well as caprices.Reputation management The authors of posts in the micro-blogging also attempted to use this activity as a method of theme management. They print information that was of use to a wide variety of people not only with the desire to help their interview but also with a desire to enhance their reputation as having access to the in vogue(p) information.Feeling connected micro-blogging helped create a sense of interconnectedness and familiarity, especially amongst mobile workers. This was partly because micro-blogging did not focus solely on work-related topics but also included personal topics.2.4 WikisHilska (n.d.) examines the effects of the implementation of a wiki-based intranet. He finds that wikis have multi out-of- the-way(prenominal)ious uses in such a work surroundings such as writing the minutes of meetings, publication of news and announcements, task management, project management, documentation, for use as home pages for individuals, departments and work groups, etc. Wikis therefore can be say to be used for both internal communication as well as collaborative work. He also finds that there is a lot to be gained from the use of wikis, such as enabling people to participate in internal communication, participate in collaborative projects, share information, seek for information from colleagues, and manage work. Wikis also facilitate easy authorship by all the employees in an organisation. The main disfavour of using wikis that was identified is that it was difficult to find relevant and up to date stamp information.3.0 DiscussionFidler (1997) points out that the rise of the new media is but one range of change amongst many others that have occurred in the past. He points to the change s in communication that can be traced back from the time of recorded history, such as the invention of the telegram message, the invention of the telephone, the printing press, etc. In all of these changes that have been introduced into communication, it can be said that the principle of survival and slow adoption has held true. The different forms of media, as well as media enterprises will accommodate and evolve in response to the changing environment, otherwise they will become extinct. The forms of communication will evolve, such that the older forms of communication will no longer be used. The telegram for example, became quite irrelevant when telephones were invented and widely adopted. As VoIP (Voice over Internet Protocol) technology matures and becomes more usable, the migration of users to the Internet may well render the telephone obsolete. The Apple iPhone for example facilitates videoconferencing between users directly using the Internet. This technology is therefore al train sufficiently mature and established. What tarrys is for the adoption of the technology and crossnetwork adoption of common protocols.The main question that arises from the discussion supra is, as the nature of communication has changed from a few-to-many style of communication to a discussion in which a large segment of the traditional audience participate in the communication, how has the nature of communication in the workplace changed?Lengel and haywire (1989) make the substantial point that the selection of medium of communication has an impact on the meaning of the message. This collaborates with other findings discussed above that IM is generally preferred for informal communication.Holtz (2006) also explains that the employee is not just an employee 24/7 he is also a customer, shareholder, etc. Hence internal corporate communication cannot invariably be distinguished from external corporate communication. Indeed the use of the new media for whistleblowing and act ivism is very high (Walter, 2009).The author agrees with van Dijk (2006, pg. 240) who states that new media has the effect of organising the entities employed in the communication or discussion. As the media facilitates both public and private discussions, the choice of medium of communication reflects the desire of the initiator of the communication to have the contents of the conversation be public, or kept private. Furthermore, new media always provides an electronic record of the communication. This facilitates the verification of the message and authorship of the message. This helps to provide social organisation to the collection of individuals who collectively use the media. Within corporate environments, it can be seen that organisations that have a relatively flat structure generally employ new media to a greater extent than those that have a loaded and bureaucratic structure. The flat structure allows for open communication, and the consequent formation of social struc tures with the use of new media. It encourages participation and interaction by opening a door of chance for employees to speak their minds.Rooksby et al (2009) provide an excellent overview of the use of new media in the workplace. They explain that internally new media technologies are often used to locate the person who would know the answer to a question, rather than to find the answer to the question itself. One of the reasons for this could be that as the rescue becomes more and more knowledge based, the answers that are sought could be unquestioning knowledge and not codified. This use of new media for expertise finding represents an opportunity for the people in the organisations to share their expertise. This in turn facilitates organisational learning, knowing and decide peoples competencies, the creation of ad hoc teams to solve time-critical problems, and generally developing social capital.They further explain that information itself is not a scare resource any longe r, but time and attention are. Social networking technologies help people bear on with information overload by finding the right person, source of help. These technologies help people become connected, and to share and consume information. This in turn leads them to form social connections, satisfying the human need to connect to people in their vicinity.Rooksby et al (2009) state that social capital is difficult to quantify it is also difficult to identify its exact influence on the productivity of an organisation. However, the formation of social relationships that is facilitated by the social networking technologies helps to build trust, reciprocity, and understanding between the workers in an organisation. This is clearly very important for the success of the organisation.Cornelissen (2008, pg. 194) explains that organisations require employees to cooperate in order to achieve the fellowships goals. Todays organisations are often large corporations with a large number of emplo yees. These employees are frequently required to perform highly specialise tasks, resulting in efficiency payoffs. These tasks however need to be coordinated, such that together they create value for the organisation. The organisation has to balance its own needs as well as the needs of its employees in order to ensure that they remain motivated and happy. Internal communication therefore serves a number of purposes, such as to fulfil the needs of the employees.Raeth et al (2010) narrate that the cycle of adoption of new media can be described as having three discrete phases, namely the idea phase, the project phase and the use and impact phase. The idea phase is when the idea for the development and deployment of new technology is put preceding inside the organisation. This idea phase moves forward when there is support from management, tight-laced justification for the project, funding, etc. When development is initiated, then the adoption of the new technology is said to move to the project phase. Here the actual system is developed and deployed. When it is adopted by the rank and file employees, then the adoption is considered to have moved to the use and impact phase. In this phase, the new systems are used, and the benefits are facilitated by training, communication and advocation. There is also analysis as to whether the systems are successful in achieving the desired goals.Rooksby et al (2009) also highlight that one of the major problems associated with the use of social media is time wasting. The time spent by employees in social networking websites is not always productive, and this could lead to significant bony time. Furthermore, there are also concerns about the privacy and confidentiality of information that is published on new media technologies, such as blogs and social networking websites. In workplace uses, there is a similar concern about the maintenance of confidentiality of information.Cornelissen (2008, pg. 194) explains that new med ia technologies have served to blur the boundaries between internal and external communications. This means that the communications that would otherwise have remained within the organisation are sometimes disseminated outside the organisation.4.0 ConclusionThe author contends that new media has indeed changed society, and consequently the nature of internal communications, as described by Popp (2009). As the world has become more and more globalised, this is reflected in the changes in society where people have friends and family all over the world. New media facilitates interaction between these people in remote flung geographical areas.Herman and McChesney (2001) rightly state that communication is becoming more important in todays globalised economy. Society is also changing, as it is becoming more open, representative and activist in nature. New media has certainly been a facilitating factor to this change, but it is important to note that society itself could be said to have been ready for change. Without this, new media alone would not have been able to effect any change. The author opines that in line with these changes in the wider society, a similar change in internal communications (in the delayed adoption fashion) is also already occurring. New organisations tend to have a flat structure, which is more democratic. The use of social media for internal communications allows for the effective communication of employees in far flung geographical locations. A prime example of this is the organisation which supports one of the most well known open source databases in the world, MySQL. The employees in this organisation are scattered all over the world, and have to rely on new media for communication. The rise of democracy can be thought to accord with the rise in organisations with a flat structure. For these reasons, it can be said that the changes inside the workplace mirror the changes in wider society to a large extent, with a delay. The new media does indeed bring a number of benefits to the corporate entity, just as they do to the wider society, such as creating relationships, enabling quislingism and communication, etc.Klopper (2010) also states that internal communications tools create the opportunity for employees to not only ask questions but to answer them, increasing their visibility as an influencer in their niches. He refers to a study done by IBM which looked at over 5000 posts by their employees who use an internal IBM micro-blog called blue twit which though similar to twitter but can only be used internally, it was revealed that employees benefitted as they saw their interaction on bluetwit as family conversation because users could constructively criticise company products. As a result, people were able to use this tool to engage in a two way communication.Hence in conclusion, it has been noted that the new media of the past is the old media of today. Change is inevitable, and it has been seen that internal co mmunications within the workplace often tends to be a mirror image of the general nature of communications in the wider society, and has helped companies recognise the fact that they need to keep changing in order to meet up or surpass their competitors and in so doing not lose manpower and company reputation due to absence of employee engagement. Hayes (2010) notes that some organizations probably grass to recognise the need for change until they have little choice but to react to an unforeseen situation.Naslund (2010) believes that social media and communities are as distinctive as the businesses in which they exist.. Undoubtedly building internal communities and introducing social media initiatives can be an effective method in building the brand, exchange opinions, discuss freely and encourage employee engagement and interaction, it is also a new and refined method of identifying with the lively society that have been created within the company, so also an influential means of re-instating the facts that employees make up the framework of the company.