The effect of the internal communication management system on the organizational silence studied by Iran's continental shelf oil company

Master's thesis in the field of public administration, human resources

Abstract

Management is the most important factor in the life, growth and development or death of organizations, and it is undoubtedly the duty of managers to guide the process of moving from the current situation to the desired situation according to the organizational goals. In management, it is desirable for employees to feel that they are more accepted by the organization and get involved in its work, and in this way, the feeling of self-respect, job satisfaction and cooperation of employees with the management is improved. In such an environment, the integration of ideas is formed, and the production and development of organizational knowledge is formed. because if languages ??are not circulated and ideas of employees are not produced, knowledge will not be produced. Few researches have been done on the category of organizational silence, but so far no research has been done on the effect of intra-organizational communication on organizational silence. Management, intra-organizational relations, Iranian continental shelf oil company. Chapter 1. Research overview. Introduction: Organizations in the broadest sense of the word are the main pillar of today's society, and management is the most important factor in the life, growth and development or death of organizations, and it is undoubtedly the duty of managers to guide the process of moving from the existing situation to the desired situation according to the organizational goals. On the other hand, extensive changes at the global level have made organizations face many problems and changes every day in order to achieve their goals. These changes have caused new developments day by day regarding the various theories presented in the field of management. The noteworthy point in all these theories is the emphasis on the important role of management and the efficient human resources of the organization in order to achieve the organizational goals, and the emergence of this view regarding the role of management in the organization has led to numerous investigations and researches in the field of issues related to the management and leadership of the organization. Because in management, it is desirable for employees to feel that they are more accepted by the organization and to participate in its work, and in this way, the feeling of self-respect, job satisfaction, and cooperation of employees with management is improved. Therefore, Basti took this issue into consideration that the productivity and development of any organization is largely dependent on the correct use of human resources in the organization. Organizations are increasingly demanding their employees to be innovative, opinionated, and accountable due to increasing competition, higher customer expectations, and a greater focus on quality that reflect a changing world. To maintain their survival, organizations need people who are responsive to environmental challenges, are not afraid of sharing information and knowledge, and stick to their beliefs and that of their team. But sometimes managers try to constantly control their employees in connection with various issues. Their idea is that when a person is employed in a place, he must accept all the conditions of that organization. Some managers insist that employee satisfaction can be increased through rewards and incentives. Maybe they just think that the employees are under them and should accept their orders. Although today, because employees are under a lot of financial pressure, their attention and desire is more on economic issues, but gradually employees are interested in doing meaningful work and want more job independence in their work, so that in this way they will feel valued and if they face obstacles in the field of their job demands or in other words, they are not taken over by managers, they will experience job frustration and withdrawal in their organization, which in turn leads to phenomena such as organizational silence and organizational stagnation. will be Morrison and Milliken[1] mention that silence has become a powerful force in organizations; But no serious research has been done about it. Morrison and Milliken introduced this concept and show that organizational silence is a social phenomenon that occurs at the organizational level and is influenced by many organizational characteristics. These organizational characteristics include decision-making processes, management, culture, and employees' perceptions of factors affecting silence behavior.

1-1- Statement of the problem:

There are a small number of organizations that have addressed the issue of organizational silence or even thought about it and its effects. There are many managers for whom the term organizational silence is very new and strange. Therefore, managers have not adopted any plan to prevent this issue in organizations and do not have a plan to create such programs. It was considered that in today's changing world, organizations need employees who can evaluate the success of organizations, and the tendency of organizations should be to employ such people. Research and studies show that managers and employees in an environment where there is no silence and there is active interaction between employees and managers have a higher motivation for work. And the exchange of information is correct.

When a system reinforces the atmosphere of silence, diverse views, opinions and preferences and goals that exist in the organization will probably not be encouraged to comment; Therefore, such a system enters a process that will not be able to realize its goals properly and does not seek to learn from experiences. In fact, such a system is caught in a way that the negative effects of silence on organizational decision-making and change processes will be strengthened. (Duncan[2] and Weiss, 1979)

This research deals with the role of intra-organizational communication management in Iranian Continental Shelf Oil Company, which is considered one of the most important and vital subdivisions of the Ministry of Oil in oil extraction and transportation. It is considered an industrial organization. What is very important in the meantime is how to manage human resources and make the most of potential power and turn it into actual power. Neglecting the issue of employee participation in advancing goals and not communicating properly to create motivation and commitment in people can have irreparable consequences. The idea that managers influence the beliefs and assumptions of employees is not a new issue. Management beliefs can have a powerful effect on the behavior of managers and employees. For example, it has been mentioned that when managers assume that employees hate work, they cannot be trusted to do the job well, so managers will develop control mechanisms to prevent shirking. After that, the employees also realize that the management does not trust them, in this case they cold-heartedly look for a way out of the system, this reaction strengthens the initial beliefs of the managers. When the prevailing ideology in an organization is not to comment 1. Employees are arbitrary 2. Management knows best and 3. opposition is undesirable, then management will establish structures and policies that will facilitate the previous flow and this desire will strengthen managers' desire to prevent any kind of threat or feedback. Two common structural features in organizations that have been created by these beliefs are the focus on decision-making and the lack of formal upward feedback mechanisms. (Morrison[3] and Milliken, 2000)

One of the important elements in preventing wrong judgments and then curbing the spread of organizational silence at the organization level is strengthening intra-organizational communications in the right direction. Managing these communications is one of the most important and essential management issues in any organization.

Communication is the starting point of all management tasks. Without communication, planning, organization and control is not possible because it is not possible to understand and transmit information. Communication is the process of sending information through one person to another person and understanding it by the recipient, that is, transferring and sharing thoughts, opinions, and facts in such a way that the recipient receives and understands them. In other words, communication is a process by which people try to reach common concepts through the exchange of symbolic messages. As the human body transmits the brain's messages about when to eat, when to sleep, when to stand, and so on.