Organizational Behavior

1. To change the organizational communication environment more flexibly (Organization level)

Conflict between Bob and George was inclined to be unnecessarily enlarged through rigid and directive communication channel, the POST-IT. In this case, the receiver who got the memo feels uncomfortable and thereby accumulating huge stress. There was no bridge or channel to solve the incongruity in relationship and communication. To narrow difference between Bob and George and for them to understand each other better, we would like to recommend you to build more open communication system. Fortunately, it is a golden opportunity to adopt and stabilize new media within the company due to the great advance of Information Technology, so called “Web 2.0 System”. This technology including Facebook, Twitter and so on can cover almost all of communication pattern and of course this goes beyond e-mail and intranet. As a result, your organization-wide communication will be improved in terms of quality and quantity. The more chances for employees to be exposed to have a conversation, whether it is a short text message or rambling e-mail, the more opportunities for you to find serious problems before greatly developed.

Accepting new communication channel includes substantial changes. For one thing, your company’s high rank employees may relinquish some of their privileges based on hierarchy because the Web 2.0 system is operated by equally fair individuals. Executives such as CEO, CFO and so on may have to talk much more with rookie employees rather than board members. Moreover, their laptop and cell phone will be full of messages indicating reactions from others and requiring their responses. Perhaps, contemplation for wise decision will be vanished. However, it becomes mandatory for employees these days to accept a great deal of brainstormed ideas and choose the fittest. New channels mentioned above will significantly strengthen this ability, not to mention decreasing serious conflict within a company originated from misunderstanding and personal emotion.

For example, Hana INS, one of subsidiary company of Hana Financial Group recently adopted “Hana Cube”, the online based talk show for employees. Any members of the company can have a real time talk on specific issue, regardless of status and place. Actually, Hana INS had an year-end-party with this system, replacing the CEO speech with Interview type of comment and therefore, they were in the spotlight.

Also, SK C&C is operating “U-Symphony”, the online bulletin board for candid communication between executives and normal employees. This system use online pseudonym rather than real name and guarantee each member’s privacy.

Furthermore, Shinsegae recently implemented an internal Social Networking Service, “Blossom”. Employees in Shinsegae can check not only all the articles and comments from other workers, but also utilize this