The document discusses how the organizational landscape has changed in four key ways: 1) The rise of globalization and multicultural workplaces has increased the importance of understanding diverse cultures and flexible communication. 2) Shifting identities in organizations due to mergers and acquisitions has challenged communication about who belongs to different companies. 3) The prevalence of temporary and contingent workers has weakened connections between workers and organizations. 4) The growth of the service economy in developed nations requires communication skills for interacting with customers during service encounters.

2. DEFINITION
What is Organizational Landscape?
Organizational landscape helps to highlight areas of increasing importance
in the workplace, such as managing diversity in a multicultural
organization or understanding the comings and goings of temporary
workers. And knowing about the changing nature of organizations
provides a new lens for the consideration of organizational communication
processes

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1. Communication in Global Workplace
2. Communication in Era of Shifting Identity
3. Communication in a Service Economy
4. Communication in the Age of Disposable Workers

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Communication--- is a process of sending and receiving
information through a medium.
i.e. through telephone, Face to face communication,
verbal or nonverbal

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 The rapidly developing process of complex interconnections
between societies, cultures organizations, institutions and
individuals worldwide is called Communication in the global
workplace.
 In the global workplace, everything moves quickly: You can be in
Tokyo one day and other place the next, and it’s always the
beginning of the workday somewhere around the globe.

10. Globalization
It is the spread of products, technology, information, and
jobs across national borders and cultures. In economic
terms, it describes an interdependence of nations around
the globe fostered through free trade.

11. Organization in Global Market Place

12. Impact of
Globalization
Increased
trade
Greater
Competition
Greater
Opportunities
Increased
Capital and
Labor Mobility

13. Effects of Globalization
First, Globalization results in time and changing communication patterns and perceptions
Second, globalization enhances our sense of global consciousness When we work in an organization
that is global, multinational, or multicultural, we must be aware of the cultures of others and of our
own attitudes, beliefs, and behaviors.
Because of globalization the economies of the world are being increasingly integrated, example
mobile phones and internet have brought people closer.
Work can be outsourced to any part of the world that has an internet connection because of
improvements in traffic infrastructure one is able to reach one’s destination in a short time.
Rapid technology developments make global communications possible, political developments and
trade among different organization across nations
greater development opportunities for companies with the opening up of additional markets,
Allow greater customer management as a result of the increase in shared cultural values, and provide
a superior competitive position with lower operating costs in other countries and access to new raw
materials, resources, and investment opportunities.
Economic globalization has changed how we live and how organizations do business

14. How people view globalization.
Stohl (2001) has noted two such patterns for viewing the challenges and outcomes of
globalization within organizational communication research and practices.
The first of these , convergence—is an approach that emphasizes the need of
organizations to adapt their practices to a global marketplace. A convergence approach
considers how an organization might adapt its practices to “a global system that
requires flexibility, responsiveness, speed, knowledge production, and knowledge
dissemination”
The second is divergence approach to the globalizing workplace emphasizes the
cultural uniqueness found around the world. The divergence perspective is less
interested in exploring strategies for organizational success than in exploring how
meaning is constructed in various cultural settings and the impact of organizational
norms and functioning on that construction of meaning

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• As our economy becomes more global, the names of some corporations have
become known worldwide. Some critics have talked about the “McDonaldization” of
the world.
• Organizational identity—knowing an organization, what it sells, and where it stands
on relevant issues of the day. Organizations try to be proactive in developing and
communicating identity with widespread mergers and acquisitions, there is the
shifting landscape of “who belongs to whom,” causing confusion for a great many
individuals and organizations.
• Try to impose themselves on their environments rather than adapt to them
• Seek to create and maintain positive images in order to achieve long-term goals

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• Todays workforce is comprised to an ever-increasing degree of contingent
workers—individuals without a permanent and full-time connection to an
organization.
• Tyler (2008) defines contingent workers as “workers with jobs structured to be
short-term or temporary, including workers from temporary employment
agencies, on-call workers, independent contractors and seasonal workers.”

20. Dimensions of Mcdonaldization.
• First is Efficiency, The optimum method of completing a task. The
rational determination of the best mode of production. Individuality is not
allowed.
• Calculability, Assessment of outcomes based on quantifiable rather than
subjective criteria. In other words, quantity over quality. They sell the Big
Mac, not the Good Mac.
• Predictability. The production process is organized to guarantee
uniformity of product and standardized outcomes. All shopping malls
begin to look the same and all highway exits have the same assortment
of businesses
• Control, The substitution of more predictable non-human labor for
human labor, either through automation or the deskilling of the work
force.

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• A third factor to consider in the changing landscape of the workplace
involves the roles that individuals play in the new global economy. In the
past, many people stayed with one or perhaps two organizations throughout
their working lives.
• A disposable worker is a temporary or flexibly assigned employee.
• Some labor economists call them disposable or throwaway workers
• With increased technology, weakened labor unions, and an extremely
competitive organizational environment had contributed to what Robert
Reich called “the end of employment as we knew it” (Reich, 2000) and what
Conrad and Poole (1997) labeled “the age of the disposable worker.”
•

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• Contingent workers are defined as freelancers, independent contractors,
consultants, or other outsourced and non-permanent workers who are hired on a
per-project basis. They can work on site or remotely. However, they are not simply
temp workers—this discounts the high-value nature and complexity of today’s
contingent workforce. Contingent workers are highly skilled experts in their fields.
• Workers in today’s economy increasingly hold temporary and contingent positions
that make them more “disposable” and that change the basic relationship between
workers and organizations
• Recent research found that contingent workers are at higher risk for work-related
injury, illness, and death (Cummings & Kreiss, 2008). There are also social and
psychological effects, as a disposable workforce feels less connection to the
organization and vice versa

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• For business owners, the advantages of a contingent workforce are mostly
financial. They do not have to collect and pay taxes from the workers’ pay
cheques. They don’t have to offer health benefits, provide paid sick days and
vacation days or pay for overtime. This not only saves them significant money
associated with recruiting and hiring permanent employees, but it also allows
them to save on administrative costs associated with payroll and human
resources, too.

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• A service economy is a nation that generates more value from
services than other sectors such as agriculture and
manufacturing. Advanced economies are locked in a long term
trend whereby services are becoming a greater percentage of
economic output. This resembles the 19th century process of
industrialization whereby manufacturing replaced agriculture as
the largest sector of the economy in developed nations.

27. Communication in a Service Economy
• A fourth aspect of the changing landscape for organizational
communication involves the type of business we conduct in today’s
organizational world.
• The economy can impact organizations in both positive and negative
ways and both can be stressful. A strong economy and increasing
demand for products and services.
• Indeed, it is hard to deny the importance of service in our daily lives as
employees, students, customers, and clients in a wide range of
organizational settings.
• Even a trip to the grocery store involves a service encounter that has
implications both for the grocer’s profits and for your mood for the rest of
the day.
• “While manufacturers can often replace workers with machines, that’s
usually not an option for services.

28. Role of Service Economy
• The information economy, which is increasingly dominated by electronic
transactions, or e-commerce
• Services constitute over 50% of GDP in low income countries and as their
economies continue to develop, the importance of services in the economy
continues to grow.
• people are leaving the agricultural sector to find work in the service economy
because of increasing demand of service throughout the world

29. The service economy in developing countries is most often made up of the
following:
• Financial services
• Tourism
• Distribution
• Health, and
• Education

30. Role of Technology in Service Sector
Easy accessibility
and Global reach of
services
New ways to
deliver services
Close link with
customers