Organizattional Commitment and Communication

Topics: Organizational studies and human resource management, Leadership, Management Pages: 7 (1830 words) Published: August 12, 2010

This paper will focus on the American Red Cross as it relates to organizational commitment and communication. Leadership styles will affect communication in this organization. There are many different sources of power that affects group and organizational communication within the American Red Cross. Many motivational theories can be useful and definitely helpful within the culture of this organization. Communication is one of the key components of these theories. There is a high level of commitment that is necessary in the workforce of the organization, as well as dependence of communication in the organization. All these factors play a key role in the overall influence of group and organizational communication.

Organizational Commitment and Communication at American Red Cross

According to, the American Red Cross responds to nearly 70,000 disasters a year. This organization definitely shows a level of organizational commitment. Employees are excited in knowing that the services that the organization delivers are assisting and making lives better each day. The American Red Cross is dedicated in bringing together a distinct group of employees as well as volunteers that reflect the society that is helped, and those who offer their loving support. Organizational commitment and communication in the American Red Cross are determined by many key factors such as: leadership styles, sources of power, organizational culture, motivational theories, and commitment of the workforce. Leadership Styles

Leadership involves the process of determining others behavior in order to accomplish a specific goal. Leadership styles may differ based on organizational structure, people, environment, and responsibility (Regan & Ghobadian, 2004). The leadership styles that the organization uses tend to be based on the attitudes of the individual about workers, competence, and how to get the task done. There are three main styles of leadership: authoritarian, democratic, and laissez-faire leadership.

First, authoritarian leadership involves orders being given to workers informing them of how a job is to be done. Communication is a one way process from leaders to workers. Workers are not involved in decision-making. There seems to be a high level of productivity as long as the leader is present, but fails when the leader is not around (Kuhn & Poole, 2006).

Second, democratic leadership occurs when the leader discusses things over with the group before any decisions are made. Team input is encouraged. Plans are shared and multiple options are made. In this type of leadership, communication is a two-way process. The productivity is high and does not drop when the leader is absent (Kuhn & Poole, 2006).

Third, laissez-faire leadership occurs when leaders do not do much in the group. Leaders assist by request. There tends to be a lack of support by the leader toward the group members. A very poor level of communication takes place in this type of leadership. An extremely low level of productivity is present out of all leadership styles (Kuhn & Poole, 2006).

Power and Sources of Power

Power is the qualities that an individual may use to get others to do what must be done or what an individual wants. One reality of power in American Red Cross is that individuals have a need for it. The disputes of power are based on degree and intention; whether an individual has a high or low need of power, and whether the need is more personal or organizational (Alanazi & Rodrigues, 2003). The overall reality of power should be wisely accepted because of the importance it plays in enabling an individual to contribute effectively to the organization. The five bases of power are: coercive, legitimate, reward, referent, and expert.

First, coercive power lies in the tendency of a manager to force an employee to agree with a request by threat of punishment. This...

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