Organizational Listening for Strategic Communication
Building Theory and Practice
Herausgeber: Place, Katie R
Organizational Listening for Strategic Communication
Building Theory and Practice
Herausgeber: Place, Katie R
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Embracing listening as a useful tool for strengthening organization-publics and organization-employee relationships, this book offers theoretical and practical insights for listening across myriad strategic communication contexts.
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Embracing listening as a useful tool for strengthening organization-publics and organization-employee relationships, this book offers theoretical and practical insights for listening across myriad strategic communication contexts.
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Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Produktdetails
- Produktdetails
- Routledge Research in Public Relations
- Verlag: Taylor & Francis Ltd
- Seitenzahl: 302
- Erscheinungstermin: 19. Juni 2023
- Englisch
- Abmessung: 229mm x 152mm x 19mm
- Gewicht: 576g
- ISBN-13: 9781032227153
- ISBN-10: 103222715X
- Artikelnr.: 67514273
- Routledge Research in Public Relations
- Verlag: Taylor & Francis Ltd
- Seitenzahl: 302
- Erscheinungstermin: 19. Juni 2023
- Englisch
- Abmessung: 229mm x 152mm x 19mm
- Gewicht: 576g
- ISBN-13: 9781032227153
- ISBN-10: 103222715X
- Artikelnr.: 67514273
Katie R. Place is Professor of Strategic Communication in the School of Communication at Quinnipiac University, USA. Her research examines power, ethics, and listening in public relations. She has authored more than 60 conference papers or publications in such peer-reviewed journals as Journal of Public Relations Research, Public Relations Review, and Journal of Media Ethics.
Unit 1: Organizational Listening Competencies and Technologies
1.Stakeholders' Conceptualizations of Organizational Listening 2.
Incorporating competent interpersonal listening practices in social media
3. Developing Organizational Employee Communication Competency Diagnostics
: Breaking Employee Silence via Organizational Climate of Listening for
Dialogic Employee Communication 4: The Power of AI-Enabled Chatbots as an
Organizational Social Listening Tool 5. Evaluating Organizational
Listening: Models and Methods for Measuring the Value of Listening for
Identifying Opportunities, Risks, and Crises Unit 2: Organizational
Listening for Ethics and Justice 6. The State of Ethical Listening to
External Stakeholders in U.S. Organizations 7. Why Are Organizations
Criticized for Not Listening? Findings from Practitioners and Publics 8.
Improving Organizational Listening to Build Trust with Black Residents and
Disrupt Racism in Local Government 9. Organizational Social Listening &
Corporate Climate Advocacy: Amazon & Amazon Employees for Climate Justice
Unit 3: Organizational Listening for Diversity, Equity, and Inclusion 10.
Organizational Listening for Diversity, Equity & Inclusion 11. Listening in
polarized times: Centering presence in Arendt's actualized plurality for
organizational listening 12. Listening to historically marginalized
publics: A conceptualization of perceived organizational listening in LGBTQ
advocacy 13. Organizational Listening and Empowered women in the workplace:
A cross-cultural comparison between the U.S. and South Korea Unit 4:
Cultural and Global Considerations for Organizational Listening 14. The
Local and the Global in Organizational Listening Amidst an Evolving Media
Landscape 15. Listening across borders: Global considerations for listening
and public diplomacy Conclusion. The Future of Organizational Listening
Research and Practice
1.Stakeholders' Conceptualizations of Organizational Listening 2.
Incorporating competent interpersonal listening practices in social media
3. Developing Organizational Employee Communication Competency Diagnostics
: Breaking Employee Silence via Organizational Climate of Listening for
Dialogic Employee Communication 4: The Power of AI-Enabled Chatbots as an
Organizational Social Listening Tool 5. Evaluating Organizational
Listening: Models and Methods for Measuring the Value of Listening for
Identifying Opportunities, Risks, and Crises Unit 2: Organizational
Listening for Ethics and Justice 6. The State of Ethical Listening to
External Stakeholders in U.S. Organizations 7. Why Are Organizations
Criticized for Not Listening? Findings from Practitioners and Publics 8.
Improving Organizational Listening to Build Trust with Black Residents and
Disrupt Racism in Local Government 9. Organizational Social Listening &
Corporate Climate Advocacy: Amazon & Amazon Employees for Climate Justice
Unit 3: Organizational Listening for Diversity, Equity, and Inclusion 10.
Organizational Listening for Diversity, Equity & Inclusion 11. Listening in
polarized times: Centering presence in Arendt's actualized plurality for
organizational listening 12. Listening to historically marginalized
publics: A conceptualization of perceived organizational listening in LGBTQ
advocacy 13. Organizational Listening and Empowered women in the workplace:
A cross-cultural comparison between the U.S. and South Korea Unit 4:
Cultural and Global Considerations for Organizational Listening 14. The
Local and the Global in Organizational Listening Amidst an Evolving Media
Landscape 15. Listening across borders: Global considerations for listening
and public diplomacy Conclusion. The Future of Organizational Listening
Research and Practice
Unit 1: Organizational Listening Competencies and Technologies
1.Stakeholders' Conceptualizations of Organizational Listening 2.
Incorporating competent interpersonal listening practices in social media
3. Developing Organizational Employee Communication Competency Diagnostics
: Breaking Employee Silence via Organizational Climate of Listening for
Dialogic Employee Communication 4: The Power of AI-Enabled Chatbots as an
Organizational Social Listening Tool 5. Evaluating Organizational
Listening: Models and Methods for Measuring the Value of Listening for
Identifying Opportunities, Risks, and Crises Unit 2: Organizational
Listening for Ethics and Justice 6. The State of Ethical Listening to
External Stakeholders in U.S. Organizations 7. Why Are Organizations
Criticized for Not Listening? Findings from Practitioners and Publics 8.
Improving Organizational Listening to Build Trust with Black Residents and
Disrupt Racism in Local Government 9. Organizational Social Listening &
Corporate Climate Advocacy: Amazon & Amazon Employees for Climate Justice
Unit 3: Organizational Listening for Diversity, Equity, and Inclusion 10.
Organizational Listening for Diversity, Equity & Inclusion 11. Listening in
polarized times: Centering presence in Arendt's actualized plurality for
organizational listening 12. Listening to historically marginalized
publics: A conceptualization of perceived organizational listening in LGBTQ
advocacy 13. Organizational Listening and Empowered women in the workplace:
A cross-cultural comparison between the U.S. and South Korea Unit 4:
Cultural and Global Considerations for Organizational Listening 14. The
Local and the Global in Organizational Listening Amidst an Evolving Media
Landscape 15. Listening across borders: Global considerations for listening
and public diplomacy Conclusion. The Future of Organizational Listening
Research and Practice
1.Stakeholders' Conceptualizations of Organizational Listening 2.
Incorporating competent interpersonal listening practices in social media
3. Developing Organizational Employee Communication Competency Diagnostics
: Breaking Employee Silence via Organizational Climate of Listening for
Dialogic Employee Communication 4: The Power of AI-Enabled Chatbots as an
Organizational Social Listening Tool 5. Evaluating Organizational
Listening: Models and Methods for Measuring the Value of Listening for
Identifying Opportunities, Risks, and Crises Unit 2: Organizational
Listening for Ethics and Justice 6. The State of Ethical Listening to
External Stakeholders in U.S. Organizations 7. Why Are Organizations
Criticized for Not Listening? Findings from Practitioners and Publics 8.
Improving Organizational Listening to Build Trust with Black Residents and
Disrupt Racism in Local Government 9. Organizational Social Listening &
Corporate Climate Advocacy: Amazon & Amazon Employees for Climate Justice
Unit 3: Organizational Listening for Diversity, Equity, and Inclusion 10.
Organizational Listening for Diversity, Equity & Inclusion 11. Listening in
polarized times: Centering presence in Arendt's actualized plurality for
organizational listening 12. Listening to historically marginalized
publics: A conceptualization of perceived organizational listening in LGBTQ
advocacy 13. Organizational Listening and Empowered women in the workplace:
A cross-cultural comparison between the U.S. and South Korea Unit 4:
Cultural and Global Considerations for Organizational Listening 14. The
Local and the Global in Organizational Listening Amidst an Evolving Media
Landscape 15. Listening across borders: Global considerations for listening
and public diplomacy Conclusion. The Future of Organizational Listening
Research and Practice