OSM 740 - GROUP ASMENT

COSMOPOINT

College of Technology Malaysia

1.1 INTRODUCTION

1.1.1 COMPANY’S BACKGROUND

Cosmopoint International College of Technology (CICT) has over the years proven itself capable of being resonated with the delivery of education and training at the highest levels. Since its establishment in 1991, it has continued growing and expanding, sharing with various communities its highest ideals and visions in educating the masses in a wide area of academic specialization.

Today its presence is as ubiquitous as the centers it has under its wing and the communities it serves – it is represented by a branch campus in all states in the country, from Penang to Johor Bahru, and also to Sabah and Sarawak. In Klang Valley itself, CICT is composed of its main campus and three other branches spread out in strategic places in the city.

1.2 COMMUNICATION CLIMATE AND ORGANIZATIONAL CLIMATE

1.2.1 Introduction

According to Ruth M. Guzley,1992 Employees of a large service organization based in the Southwest were surveyed to determine if individual levels of organizational commitment were related positively to perceptions of organizational climate and of communication climate. The results of the study suggest that employees' perceptions of organizational climate and communication climate were correlated positively with the level of employees' organizational commitment.

Specifically, multiple regression analysis indicated that organizational clarity, participation, and superior-subordinate communication accounted for 41% of the variance in organizational commitment, with participation and organizational clarity emerging as significant predictors of commitment. Tenure was included in the study as a moderating variable, using Buchanan's conceptualization of tenure stages: Stage 1 representing the first year of employment, Stage 2 representing Years 2 through 4, and Stage 3 representing Year 5 and beyond. Results varied by tenure stage.

K.AWIN

1.2.2 Content of communication

1.2.3 Direction of communication flow

1.2.4 Channel of communication

1.2.5 Style of communication

1.2.6 Characteristics of organizational culture

1.2.7 Technological processes

NANA OR AWIN

1.3 APPROACHES AND STRATEGIES

1.3.1 COMPARISON OF OCLIM AND OCUL

1.3.1.1 Communication in Classical Approaches

1.3.1.2 Communication in Human Relations and Human Resources Approaches

1.3.1.3 Communication in systems approaches

1.3.1.4 Cultural approaches

1.3.1.5 Types and effects of organizational technology

NANA OR AWIN

1.3.2 STRENGTH AND WEAKNESSES AND AFFECTS TOWARDS COMMUNICATION

1.3.3 RECOMMENDATIONS

1.3.4 LESSON GAINED FROM THIS PROJECT

CONCLUSION