This week's readings made me think more about PR Practice/Theory from the perspective of an employee, and having worked in the 'real world' full time for over nine years, effective internal communication is an area I completely understand.
I am a firm believer of the theory that "it is in a company's interests to keep its staff happy, loyal and safe" (Johnston & Zawawi, 2004:292). If staff are happy, the result is higher productivity, profitability and ultimately a successful business. Marketing and communications assistant, Melissa Sawyer, explains in the 'Public Relations Career FAQs' that she works in a fantastic working environment and "it is also important to me that I work for an organisation that i'm truly passionate about" (James, 2006:43).
I feel Grunig and Hunt's two-way symmetrical model is the key to successful internal communications, where employees' opinions are valued and that management keep staff informed of what is happening within the company. In fact, Johnston and Zawawi mention Grunig and Hunt's Excellence study "supports the idea that companies who engage with their activist publics practise excellent public relations" (2006:289).
These points are also highlighted in the 'Public Relations Career FAQs' book. Reading the profiles of current PR practitioners, I noted some of those questioned on what they liked best about their job/describe their working environment, said it was the people they work with and the management they work for.
It did make me think however, that perhaps there is potential for some staff to become too relaxed and perhaps take advantage of a generous boss who allows staff to take time off for appointments etc. Of course I can't prove this, it is just something I thought about when reading the texts.
Nonetheless, without happy, dedicated and productive staff the success and profitability of a company are seriously jeopardised.
I think the key point to remember from this weeks reading is that "an organization's most important audience is, has been and always will be its employees" (Rayburn, J. 2007:21).
References:
James, M. (2006) Public Relations Career FAQs, Career FAQs, Sydney.
Johnston, J. & Zawawi, C. (2006) Public Relations Theory and Practice, 2nd edn, Allen&Unwin, Sydney, pp. 287-297.
Rayburn, J. (2007) 'A matter of trust (and more)', in 'Public Relations Tactics' Journal of Public Relations, vol. 14, no. 3, p. 21.
I have posted a comment on http://www.cmns1290alexandranorman.blogspot.com and http://www.cmns129laurettaparker.blogspot.com
Subscribe to:
Post Comments (Atom)
2 comments:
Hey Kel,
I completely agree that creating a positive working environment for employees is one of the keys to having a highly productive and efficient organization. I like how you linked in your own knowledge of having worked full time and finding out the importance of having this environment. I have always wondered whether working within an environment that treats employees as just employees would really have that much of an impact on things like productivity and morale, as I have only ever worked as a casual at MacDonalds. So, it was good to have that insight.
Also, after reading the profiles in the Career FAQs text I, too, noted that a lot of them mentioned they are always afforded flexible hours so they can leave if they have to. I also wondered the same thing-whether this would make employees complacent or lazy about the amount of time they should be spending at work. I guess employers have to take that gamble to build a level of trust and treat employees as friends so that they would be willing to come into work and possibly work harder to move up in the organization.
good blogging!
hi kelly,
i believe the same as your-self about the happy employees at work. you can tell from your blog that you are really taking in all of the information that is being presented to you through the readings.
Post a Comment