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


Abstract


This study was carried out on embracing top-down information communication as a means of enhancing innovation in organizations. Specifically, the study examined 5 selected companies in Lagos State. The study employed the survey descriptive research design. A total of 230 responses were validated from the survey. The study adopted the conversational theory. From the responses obtained and analysed, the findings revealed that top-down information communication has a significant effect on organizational profitability. Furthermore, the study revealed that there is a significant difference in barriers experienced between top-down communication and down-top communication. This is as the t- test analysis showed a positive significant difference (29.383**) between top-down communication and down-top communication. The study recommend that organizations should incorporate feedback availing facility along with top down communication and that regular report taken from executives about performance of employees.


Chapter One


Introduction

1.1 Background of the Study

All human interactions are form of communication. In this business world, nothing can be achieved without effectively communicating with employers, employees, clients, suppliers, and customers. If you look at the most successful business people in the world, you will see people who have mastered the art of communication. Business all over the world today is very challenging. To stay profitable in the highly challenging and competitive global market economy all factors at production (i.e men, machine and materials), should be wisely managed. Among the factors of production, human resource constitutes the biggest challenge because unlike inputs, employee management demands skillful handling of thoughts, feelings and emotions to secure highest productivity. Effective organizational communication plays an important role in this challenge. Communication has crucial impacts or among work groups in that organizational communication is a channel to flow information, resources, and even policies. “Organizational communication can be broadly defined as communication with one another in the context of an organization (Eisenberg & Good all, 1997; Shockley-Zalabak, 2006)” as cited in EunjuPhd (2009). This type of communication, in turn, includes activities of sending and receiving message through various layers of authority, using various message systems, and discussing various topics of interest to the group we belong to or the company we work for. Organizational communication research has mainly been conducted both in the business management field and in the communication field; however, researchers in the public administration field have provided little knowledge about organizational communication and its roles and effects. (EunjuPhd, 2009). Several studies emphasize that effective communication can enhance organizational outcomes (Garnelt, Marlowe, & Pandey, 2008; Pandey &Garnelt, 2006). Communication influence on the perception and opinions about persons, communities, organizations, governments, and even society. As a managerial tool, communication is frequently expected to share information with members, to coordinate activities, to reduce unnecessary managerial burdens and, rules and ultimately to improve organizational performance. (EunjuPhd, 2009).

Conclusively, in all human organization, the art of communication cannot be overemphasized; it is the means by which people interact and work with one another. Just like blood stream in people, communication represents the bloodstream of organization. This means that nothing can be achieved in an organization without effective communication. Communication skills are important in all human endavours, including business. Even though communication skills are so important to success in the workplace, there are many individuals who find that there is a limit to their communication skills and that they seen to have reached a stumbling block in their progress. They may sometimes struggle to convey their thoughts and ideals in an accurate manner, making it difficult to reach their full potential as a communicator, a manager, and a leader of others.

Top down communication is the method of communication in which the information or instructions within an organisation are issue from the higher level of organisational hierarchy and the nature as well as amount of information varies based on the level of organisational hierarchy (Daft, 2012). Each tier of the organisational structure receives information from the exactly upper level of the hierarchy. The information filters down to the employees as per the managerial structure of the company, which proves to be effective in ensuring a systematic flow of information, power and authority within the company. Then again, employee engagement refers to the involvement and enthusiasm among employees of a business organisation that enable them to feel associated with the business organisational in deeper level which enables them to work hard for contributing to the organisational development (Cole et al. 2012, p.1552).


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:

HO1: Top-down Information communication in an organization has no significant effect on production and profitability.

HO2: There is no significant difference in barriers experienced between top-down communication and down-top communication.


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 using 5 selected companies in Lagos state as case study. Limitation faced by the research was limited time and financial constraint


1.7 Definition of Basic Terminologies

Organization:

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

Population:

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:

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

Information:

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

Subordinate:

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


1.8 Organisation of Study

The study is grouped into five chapters. This chapter being the first 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.


Chapter Five


Conclusion and Recommendation

5.1 Conclusion

In this study, our focus was to carry out a critical analysis on embracing top-down information communication as a means of enhancing innovation in organizations. The study specifically was aimed at ascertaining if top-down information communication has helped in fostering and enhancing innovation in organizations. This study reviewed and anchored its framework on conversational theory.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 230 responses were validated from the enrolled participants where all respondent are active workers in the 5 selected companies in Lagos State.

The findings revealed that top-down information communication has a significant effect on profitability in the organization. The findings also revealed that top-down communication has lesser barrier than down-top communication


5.2 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

Organizations should engage in the following:

  1. Incorporation of feedback availing facility along with top down communication
  2. Determination of employees’ access to information based on employee capability and role
  3. Regular report taken from executives about performance of employees

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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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