Research Paper: Harbrace Handbook pgs. 273-328 Double Space Use A Header Willis 1 Chase Willis Instructor McCray English 105 November 25, 2002 The Information Superhighway The “information superhighway,” referring to the great communication potential of the Internet, has now become a familiar term, even among those who are not online..........However, to make Internet access universal, public libraries and schools face a double challenge: rethinking their purpose and obtaining necessary resources. Heading Title of paper Intro paragraph Thesis Willis 2 Librarians’ jobs, too, will change. They will become “the guides and gatekeepers, or perhaps the travel agents, on the information superhighway”(Grimes 21). While librarians welcome these changes and are willing to accommodate technology, they worry. Max Frankel suggests that fees be charged for “profitable private uses of the Internet...to subsidize the Net’s penetration of every community”(42). Page number First quote Second quote, author named in sentence Willis 6 Works Cited Frankel, Max. “The Moon This Time Around.” New York Times Magazine 5 May 1996:40+. New YorkTimes Ondisc. CD-ROM. UMI-Proquest. Nov. 1996. Grimes, William. “Libraries Ponder Role in Digital Age.” New York Times 29 Apr. 1996, late ed.: A21+. New York Times Ondisc. CD-ROM. UMI- Proquest. Nov. 1996. alphabetical order by author indent successive lines double space throughout note that the extra numbering I have you complete does not correspond to this page For citing online service access, look at pages 307-309. Hints for approaching your final project: 1. It might be helpful to approach your paper as if you are providing an organizational profile, conducting a case study, or as if you are an internal communication consultant who is diagnosing what works and what doesn’t work in terms of communication. 2. Start out by coming up with a definition of organizational communication. Spend a paragraph or two talking about organizational communication and your communication in general terms. 3. You should begin by constructing your mission statement and organizational goals; then use them to guide your description of organizational communication. 4. Use, as a starting point, your perspective on organizations: do you subscribe to scientific management, human relations, human resources, or a systems perspective? Do you draw from each? For example: At Bella we strongly look into the human relations approach to management. What is Human Relations Approach to Management? Elton Mayo observed that worker productivity depended less on lighting conditions in the work area than on the workers perception that management were interested in them. Mayo proposed that higher productivity could be gained by good communication and emotional connection between workers and management. This was a change from Frede ...

1. Research Paper: Harbrace Handbook pgs. 273-328
Double Space
Use A Header
Willis 1
Chase Willis
Instructor McCray
English 105
November 25, 2002
The Information Superhighway
The “information superhighway,” referring to the great
communication potential of the Internet, has now become a
familiar term, even among those who are not
online..........However, to make Internet access universal, public
libraries and schools face a double challenge: rethinking their
purpose and obtaining necessary resources.
Heading
Title of paper
Intro paragraph
Thesis

2. Willis 2
Librarians’ jobs, too, will change. They will become “the
guides and gatekeepers, or perhaps the travel agents, on the
information superhighway”(Grimes 21).
While librarians welcome these changes and are willing to
accommodate technology, they worry. Max Frankel suggests
that fees be charged for “profitable private uses of the
Internet...to subsidize the Net’s penetration of every
community”(42).
Page number
First quote
Second quote, author named in sentence
Willis 6
Works Cited
Frankel, Max. “The Moon This Time Around.” New
York Times Magazine 5 May 1996:40+. New
YorkTimes Ondisc. CD-ROM. UMI-Proquest.
Nov. 1996.
Grimes, William. “Libraries Ponder Role in Digital Age.” New
York

3. Times 29 Apr. 1996, late ed.: A21+. New York Times
Ondisc. CD-ROM. UMI-
Proquest. Nov. 1996.
alphabetical order by author
indent successive lines
double space throughout
note that the extra numbering I have you complete does not
correspond to this page
For citing online service access, look at pages 307-309.
Hints for approaching your final project:
1. It might be helpful to approach your paper as if you are
providing an organizational profile, conducting a case study, or
as if you are an internal communication consultant who is
diagnosing what works and what doesn’t work in terms of
communication.
2. Start out by coming up with a definition of organizational
communication. Spend a paragraph or two talking about
organizational communication and your communication in
general terms.
3. You should begin by constructing your mission statement and
organizational goals; then use them to guide your description of
organizational communication.
4. Use, as a starting point, your perspective on organizations:
do you subscribe to scientific management, human relations,
human resources, or a systems perspective? Do you draw from
each?

4. For example:
At Bella we strongly look into the human relations approach to
management. What is Human Relations Approach to
Management? Elton Mayo observed that worker productivity
depended less on lighting conditions in the work area than on
the workers perception that management were interested in
them. Mayo proposed that higher productivity could be gained
by good communication and emotional connection between
workers and management.
This was a change from Frederick W Taylor’s theory of
scientific management, where management’s role was to meet
organizational goals. Time and motion studies and piecework
pay would increase productivity to a point, however further
increases could only be gained by meeting the individual
worker’s needs.
Elton Mayo believed that work satisfaction was based on
recognition, security, and being part of a team, over and above
monetary rewards. He raised awareness of the need for
management to be more involved with workers at an individual
emotional level. This change in thinking gave birth to the
“human relations” approach to management.
At Bella, we will be using the Human relations approach
management style to manage our company, because we believe
that the creativity is the key especially when it comes to a shoe
company. It is very important to know what people think about
the products we produce, and getting a feedback will begin at
our employees. In an atmosphere where everybody is friends
with each other and less formal, it is much more likely to get a
feedback and let everyone feel free to tell their opinions. As a
design and production company, we need creative teams, and
the best management approach to create successful teams is
Human relations approach, and is the main reason why we
choose to use it rather than Scientific approach to management.
While this description would have been strengthened by quotes
from the book/articles, this provides a good example of how to

5. integrate the overall concepts with the specifics of your
organization..
5. Think about how each of the topics we have covered in class
applies to organizational communication. Start by writing a
paragraph about that topic, and then segue into how it works in
your organization. It might be helpful to think of them in terms
of how they support the structure, such as groups, teams, or
networks; how they do (or don’t) facilitate communication, such
as verbal communication, communication flow, leadership, and
technology; and how they impact individuals, such as conflict,
diversity, or individual paradigms.
For example:
Groups and teams are the cornerstones of organized behavior.
They operate at all levels of a company and play an essential
role in informal and formal activities. With that said, groups
and teams cannot be successful without effective
communication. Furthermore, open communication among all
levels at Penn Bar & Grill is vital to our success, and without it,
it can quickly lead to failure. In every organization, especially
at Penn Bar & Grill there are multiple small groups or teams
working cohesively to ensure success. Task and objectives are
completed by the teams and group by sustaining
interdependency and working together (Harris & Nelson, 2008).
For example, the employees working in the kitchen must
communicate with waiters and waitresses to serve meals in a
quick and efficient manner.
Another way teams and groups are successful at Penn Bar &
Grill is establishing goals. And by establishing and meeting
these goals, it unites the employees and contributes to Penn Bar
& Grill’s happy and relaxing atmosphere. Harris and Nelson
(2008) state that “unity of action, or group cohesion, is based
on individuals liking each other, the desirability of group
membership, and trust” (p. 309).
And then a few pages later…

6. Poor communication can negatively affect every type of
business, from small “Mom and Pop” shops to massive global
corporations. Penn Bar and Grill is no exception; we must take
proactive measures to prevent or mitigate the damage poor
communication might cause. What follows is a list of some
very real communication-related risks we may face as a
restaurant, the implications of the events, and methods we can
use to overcome these obstacles:
· One-Way Communication: The need for open communication
has been stressed time and time again throughout this report.
One-way communication results in a plethora of damaging
outcomes to an organization, be it disgruntled employees or the
stagnation of the business itself (Personal Communication,
1/20/2010). Additionally, when a business adopts a
communication model that does not accept feedback, customers’
needs end up being ignored, proving harmful to an
organization’s reputation. One-way communication essentially
translates into a situation where you as a sender will never find
out if your message is being received correctly (Harris &
Nelson, 2008, p. 16). A successful business cannot run like this.
·
Solution
: Take in employee and customer feedback and act on it.
Listening to suggestions is one thing, but acting on those
responses while keeping organizational objectives in mind is
what truly leads to success. A business cannot adapt without be
open to suggestions of change.
· Hiring the Wrong Type of Manager: Having an effective

7. leader at the helm of an organization is crucial to its success.
Good leaders “cultivate a vision, possess emotional intelligence,
and empower employees” (Personal Communication,
4/23/2010). While a manager simply tells people what to do, a
leader motivates and moves employees “to achieve a certain
goal” (Personal Communication, 4/23/2010). Clearly, there is a
marked difference in how these types of bosses run the
organization and interact with subordinates. Ineffective
management results in disheartened and disenfranchised
employees as they begin to feel controlled and unappreciated
(Harris & Nelson, 2008, p. 331).
·