Embracing Top-Down Information Communication As A Means Of Enhancing Innovation In Organizations

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Embracing Top-Down Information Communication As A Means Of Enhancing Innovation In Organizations

Chapter One


1.1 Background of the study

Organizational communication includes both interpersonal relationship and information exchange process by different levels. As an independent variable, organizational communication influences both organizations and individuals. This study aimed to investigate the impact of top-down communication on career satisfaction. The sample consisted of 205 office managers, executive assistants and secretaries working in different sectors in Istanbul. 16 cases were excluded due to missing data. The data form 189 participants were analyzed. Career Satisfaction Scale (Greenhaus, Parasuraman & Wormley, 1990) and Top-Down Communication Scale (Downs & Hazen, 1977) were data collection instruments. The quantitative paradigm, including descriptive, relational, and comparative models was employed. In analyzing data, a set of correlation, analysis of variance, and multiple regression techniques were employed. Results reveal that top-down communication is positively and significantly correlated with career satisfaction (r = .457, p< .01).

Top-down communication explains 20.9 % of the variance on career satisfaction. Institution explains additionally 4.7% variance on career satisfaction. Top-down communication was categorized as low and high top-down communication scores. When top-down communication groups compared, significant mean differences of career satisfaction were found. As age, occupation, institution, educational level and years in the present group differ, significant mean differences both on top-down communication and career satisfaction is found. Various interactions of organizational communication dimensions with individual and organizational factors are found out day by day.

It is clear that organizational communication contributes not only to the performance and effectiveness of the organization but also the attitudes, values, behaviors of the individuals within the organization (Simsek, 2011). Organizational communication consists of both individual and interpersonal communication levels. This study aims to evaluate organizational communication in terms of interpersonal hierarchical relationship. Organizational communication forms employee’s attitudes towards the organization

1.2 Problem statement

Without doubt a high percentage of inefficiency and misunderstanding in organization can be traceable to inadequate and insufficient understanding of information.

Since Top-down Information communication is said to be the nervous system of any organized group. Davis (2002).

No doubt there are some problems associated with effective Top-down Information communication on organizational performance these include.

  1. Poor listening and premature evaluation when people do not listen carefully to what is being said to them, this will in turn result to premature evaluation
  2. Information overload: When information is too much it will lead to misinterpretation
  3. Difference in status and power between the sender and the receiver of information is another barrier to effective Top-down Information communication.
  4. Selective perception: people tend to perceive what they expect to perceive in Top-down Information communication, it means that they hear what they want to hear and ignore other relevant information.

1.3 Purpose of the study

The purpose of this study is to examine the factors affecting Top-down Information communication as a means of enhancing innovation in Organizations. Specifically the study:

  1. To assess the effect of Top-down Information communication on the field of management.
  2. To identify the existing Top-down Information communication barriers in an organization.
  3. To access the contribution and important role played by effective Top-down Information communication in an organization towards enhancing production and profitability.
  4. To find out what Top-down Information communication is all about, how it is done, what instruments are used and what qualities can make up a system of Top-down Information communication effective in an organization.
  5. To ascertain and identify the problems of ineffective Top-down Information communication and to suggest possible solution so as to achieve better Top-down Information communication network in an enterprise.
  6. To identify the possible barriers that lead to Top-down Information communication breakdown.
  7. To know if there is any relationship between effective Top-down Information communication and performance of employees.
  8. To know if there is any relationship between Top-down Information communication and effective management.

1.4 Significance of the study

This extended study would be of benefit to academicians and the students of business administrative studies at all levels and member of the public who would stand to benefit from the work, especially managers, administrative officers both in the public and private sector. Again it can also be used by researchers as prelude to another research or reference material for use by entrepreneurs who may find the work useful.

Besides, it is my belief that this study will be found useful by the enterprise and consequently other organizations which may wish to achieve their established objectives. This is because Top-down Information communication in both private and public undertaking be it non-profit or profit motive play a vital role in enhancing productivity due to the fact that it integrates the management functions in an organization. Since it influence action towards the welfare of organization. Indeed, Top-down Information communication also brings about utilization, improvement and retention of various organization manpower (labour force)

1.5 Study hypothesis

The study hypothesis is:

HO: Top-down Information communication in an organization has no significant effect on production and profitability

HO2: There is no significant difference between barriers that lead to Top-down Information communication breakdown

1.6 Scope and Limitations of the Study

The study scope is limited to examine the factors affecting Top-down Information communication as a means of enhancing innovation in Organizations in chevron Nigeria. Limitation faced by the research was limited time and financial constraint

1.7 Definition of Basic terminologies


Is defined as a group of people with a common goal to achieve


This is defined as a group of people which are similar in one or more ways and which form the subject of study in a particular study


Sample is defined as a fractional represent actives of an object from where inferences is drawn


Information are processed data or result from logical manipulation of data which allows decision making


Are those low rank workers that carryout the duties assed to them

1.8 Organization of study

The study is grouped into five chapters.

  • Chapter one gives an introduction to the study.
  • Chapter two gives a review of the related literature.
  • Chapter three presents the research methodology;
  • Chapter four presents the data analysis as well as interpretation and discussion of the results.
  • Chapter five gives a summary of findings and recommendations.

Embracing Top-Down Information Communication As A Means Of Enhancing Innovation In Organizations

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Embracing Top-Down Information Communication As A Means Of Enhancing Innovation In Organizations


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Frequently Asked Questions

Is innovation communication today?

I too firmly believe that communication — two-way communication — can mean the difference between success and failure when it comes to innovation. Here are three key reasons why innovation is communication today:

How can internal communicators enhance innovation?

To enhance innovation, internal communicators should help banish ideas that prevent its development. Some of these ideas include: Innovation should only be handled by the R&D team. Innovation is for “special” people who dress colorfully, are disheveled and wear thick-rimmed glasses.

What do today’s most innovative organizations have in common?

Today’s most innovative organizations recognize that game-changing ideas can come from anywhere and anyone, and they’re encouraging greater diversity and inclusion.

How to manage innovation in the workplace?

Communication technology such as video conferencing, instant messaging, and live collaboration allow employees to work together seamlessly, regardless of their location. 5. Listen to Employees Good communicators are also good listeners. As part of your innovation strategy, you should regularly encourage employees to give feedback.

Why is communication so important in innovation?

In all innovation programs, whether internal or external, good things happen only by listening, understanding and valuing other perspectives. Without the power of communication — two-way communication — few if any innovations that better our lives and livelihoods would advance beyond the idea.

What does innovation mean in today’s World?

What does innovation mean in today’s world? Each and every generation must contend with profound political, economic, social and above all, technological transformations. They not only change long-held assumptions about our future economic prospects but also create new expectations about human advancement and social progress.

Why does innovation matter to your business?

Why innovation matters and the steps you can take to make a meaningful impact on your current company. This increasing need for growth and change also provides a great deal of opportunity for businesses.

Why do companies embrace all three types of innovation?

Some companies even embrace all three in an effort to spearhead growth while adapting to the ever-changing market. Apple is a great example of an organization that effectively embraced innovation at multiple key points in its lifetime.

Why is internal communication so important for Innovation?

This oversight can be very expensive because it is very difficult—if not impossible—to develop innovative ideas and practices within an organization without a good internal communication strategy. This is why practitioners have to explain to companies how internal communication can help them innovate.

Do you need to invest in internal communication?

This blog post is provided by the IPR Organizational Communication Research Center. Most organizations want to enhance innovation; to achieve this goal they invest resources in new methodologies, technologies, training, physical spaces, and furniture. This is great… However, they often forget that they also need to invest in internal communication.

What do we do to encourage innovation?

Some of the things we do to encourage innovation include providing communication tools, facilitating conversations about mistakes, opening training spaces on innovation, and generating communication with external stakeholders. In general, internal communicators are not called upon to participate in innovation processes.

How can you improve communication in the workplace?

Integrating courage, innovation, and discipline into your messages may help your enterprise survive tough times, and give you a step up in good times too. (Note: The Watson Wyatt Effective Communication 2009/2010 ROI Study Report also contains practical applications for the developing more effective communications in the workplace.)

What are the practices of the world’s most innovative organizations?

Practices of the World’s Most Innovative Organizations. Innovation as an integral value in their business philosophy. Taking the lead. Implementation of technology for collaboration. They exercise an innovation-friendly environment. They measure innovation. 

Who are the most innovative companies in the world?

Most Innovative Companies: A Breakdown of the Leaderboard Company Industry HQ Change from 2020 1 Apple Technology U.S. — 2 Alphabet Technology U.S. — 3 Amazon Consumer Goods U.S. — 4 Microsoft Technology U.S. — 6 more rows …

What makes a business innovative?

An innovative business is run by a creative team. Innovation-minded managers recognize the power of a creative team and never hesitate to spend on their training. Effective innovation training programs motivate employees to find creative ideas that can improve work processes and enhance their productivity.

How to build a truly innovative organization?

Every organization needs to have a vision, a culture and a process of innovation to build a truly innovative environment. There are eight key elements that create a truly innovative organization as below: Painting the vision. 

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