Are perceptions of organizational communication color-blind? A race comparative through a Chaos Theory Lens

Yachal du Plessis and Veena Parboo Rawjee
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Yachal du Plessis: Durban University of Technology
Veena Parboo Rawjee: Durban University of Technology

International Journal of Business Ecosystem & Strategy (2687-2293), 2024, vol. 6, issue 6, 121-132

Abstract: With the global trend to prioritize tailoring communication strategies to meet the ever-changing diverse workforce, the study reveals a more nuanced reality. While much focus is placed on addressing communication differences, this papers position is that not enough focus is on our basic human need to communicate. This paper aims to evaluate whether certain aspects of the flow of information and communication are racially shared perceptions. Furthermore, through a Chaos Theory lens, evaluate the influence of managerial and organizational control mechanisms on various internal communication perceptions. A quantitative method was adopted, and data was collected from 63 non-management respondents in an automotive group in Kwa-Zulu Natal, by a closed-ended 5-point Likert scale. Data was analyzed using descriptive and inferential statistics to identify racially shared and divergent perceptions of organizational communication and the statistically significance. Key findings conclude that the free and accurate flow of information is a shared perception, regardless of race, and thus, a basic human need. Furthermore, the study demonstrates the significant influence managerial and organizational control mechanisms have on aspects of organizational communication, and challenges current academic positions that similar race dyads experience higher levels of trust. Finally, the paper concludes that the significant negative perception to control mechanisms, such as informal idea-sharing processes, flexible communication between levels, and active participation in SOPs and policy development, is a racially shared perception.

Keywords: Communication; Human and organizational factors; board gender diversity (search for similar items in EconPapers)
Date: 2024
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