«If you do not know how to communicate well with others, you will not know how to convince or motivate. If you do not know how to communicate you will be misinformed and you will not be able to direct or control effectively. » (Robert Papin).
Although the faculty of speaking and hearing is held by most human beings, few are able to link them in an effective process of exchange with others, here is the secret of communication, making possible an interconnection of thoughts and thus generating new knowledge in common - unity.
Precisely the term communication comes from the Latin communis, which means common, as expressed by Ronald Arana Flórez in his book La Comunicación en las Pymes: “Both Latin and the Romance languages have retained the special meaning of a Greek term (that of Koinoonia) that it means both communication and community. Also in Castilian the common radical is shared by the terms communication and community. This indicates at etymological level the close relationship between "communicating" and "being in community". In short, "you are in community" because "you put something in common" through communication "(Arana Florez, 2009. P.13).
This “putting in common” is part of the essence of the human being that can be seen in the journey made by Diana Victoria Vargas in a research document on the “Conceptualization of communication in the organization”, in which it is stated that “communication between people and institutions is the fundamental mode of social action ”, that is to say, communication is one of the primary actions that the human being has made since its early stages of evolution and has allowed to constitute organized civilizations with clearly established common objectives.
In this sense it can be inferred that organizations are small societies in which each and every one of the constitutive factors of large societies converge, we could say that organizations are small models of the global society, in which they are located, and that all the manifestations that make a group be recognized as it and not as another are present in it. Thus, within organizations we find our own language, a special dress, rituals, customs and ways of being of the people who are part of that "ecosystem" or environment that develops.
However, it is not enough that a group of people are gathered around an organization and that they have characteristics and a common objective, it is through the processes of exchange of senses and thoughts that the construction of a micro-society becomes possible, and these processes especially in the organizational dimension cannot and should not be disjointed or fragmented processes, it is required as Robert Papin points out that it is understood that communication requires the intention of the actors involved to convince and motivate and that ultimately if you are two intentions they are not strengthened, there is poor quality information and the detrimental result for organizations is the inability to direct and control effectively.
It seems that communication is a secondary factor in the life of organizations, despite the consequences of fragmented, weak and ineffective communication leading to the loss of leadership and ultimately to its decline.
In this leadership path in organizations, management is one of the fundamental tasks, managing communication processes.it implies giving them the corresponding place and likewise leading and motivating collaborators to go from being objects that generate value to organizations to being subjects that through their action generate changes, think and contribute, but only through communication those contributions they are enriching, so Diana Victoria Vargas in the essay "Towards a reflection on communication management in organizations" notes that to think of communication management in organizations is to think of it as "a human process in which the responsibility to efficiently circulate the knowledge produced ”but this can only be done if it is part of what we could call organizational culture and from the top management, an adequate environment is motivated and fostered so that the knowledge produced can circulate freely.
Communication and organizational culture in the knowledge society
In his writing "Symbolism and" organizational culture "" Omar Aktouf states that "culture is a complex and multidimensional set of almost everything that makes life in common in social groups", although this author does not agree with that the processes that are lived within an organization should be called "culture" since "culture is too vast, too important, too deeply inscribed in structures, history, the unconscious, the experience and the collective future human ”this affirmation that he makes trying to establish common denominators between the different schools or paradigms that have tried to define culture, leads us to understand that communication is a constitutive element of community life of human beingsit is part of the relationships that are woven within organizations or companies.
These relationships necessarily involve an exchange of information that, when processed and transformed by the different actors, becomes knowledge that is ultimately the raw material of what is modernly called the "knowledge society". Knowledge is the new form of wealth of societies and this was understood in the last years of the 20th century from the transition between the Industrial Revolutionin which the wealth generation system was physical work to become intellectual work. This same dynamic of movement of organizations around knowledge has led to different denominations emerging, making a language game about the administrative ways in which communication has played an important role, since it is through these processes that focused currents are established to multiply forms of management. This is how Rodrigo Muñoz concludes in “Organizational paradigms and human management: For a new ethics of the labor relationship” that the organicist model has adopted different faces from the conceptual point of view, but all based on the same underlying phenomenon that is Japanese, “School of the human factor, School of human behavior, Human resources administration,Organizational Psychology, Work enrichment, Contingency theory, Systemic organization, Organizational Development, Management by objectives,Theory Y, Theory Z, Participatory Management, Corporate Culture, Knowledge Management ”between these faces we can verify that Corporate Culture and Knowledge Management are found.
Communication and knowledge are edges that inevitably touch each other, and that coexist in the field of culture, as long as the information or message that is the basic input in the communication process does not go through the exchange and feed - back between issuers and receivers and both play the same role in the process, said information will have no other destination than to remain as information, while if this process of interrelation and transformation occurs and new senses are built, the knowledge that in organizational practice establishes a way for organizations to relate to the outside world that has ultimately led them to find ways to adapt to the only real and constant situation that is currently living that is change.
In this context of change says Hortensia Manrique de Llinás, “it is that new management paradigms have emerged that organizations no longer see mechanically, but as open systems in permanent interaction with the environment and in which great importance is given to change management. Continuous improvement, innovation and creativity, and in general learning and unlearning new ways of thinking and acting are concepts that have become increasingly relevant in new management paradigms day by day ”. Interaction both within and with the environment of organizations presupposes the need for successful and projected communicative moments, articulated within a clear strategy, with concise objectives, in which it is considered what information and what knowledge one wants to collect and preserve.
Management of human talent from communication
All this panorama seen from the lens of Human Talent, indicates that a manager whose mission is to lead the talent of an organization must have a lot of communication or at least have an interdisciplinary work team that involves communicators who contribute their vision in the processes, their challenge is to generate or promote communication actions effective that lead to manage clear, novel, simple communication processes that allow to include each and every one of the actors participating in the functions of the organization, for this, Irene Martín is needed as an appointment against the role of organizational communication in an article published in the Sign and Thought Magazine of the Javeriana University: “In organizations that learn, those responsible for communication should, in principle, think of instruments that facilitate access to information,in appropriate technologies and in methods of recognition of valuable information sources. Its objective is to manage knowledge that must be generalized and that can be transferred through all kinds of spaces in which the knowledge acquired by professionals and involved in discovering solutions to all the problems inherent in the operation of an organization is exposed., as Cayuela and Guerra (1997) affirm.as Cayuela and Guerra (1997) affirm.as Cayuela and Guerra (1997) affirm.
The means used, the moments chosen, the strategy generally selected to seek the achievement of the objectives are often the least studied and taken into account, however these are directly related to the message and the recipient, human talent for that matter. of internal communication and customers in the case of external communication, whom the organization wants to impact, is also related to the result obtained, this to conclude that nothing in the communication process is fortuitous and that organizations especially count today in day with endless possibilities and tools to seek creative and effective processes.
A traditionally used medium that is part of the operational communication media used in the daily interaction of companies is conversation, says Víctor Dezerega Cáceres that “the daily work is configured by a complex network of judgments, and requests, offer and mutual promises, which are developed in a shared background that we call culture, and that this background guides the way of formulating and trying to achieve a vision and objectives through the fulfillment of a mission: a shared future, which is to be achieved through linguistically induced actions ”(Managerial Conversations and the ability to generate action),The conversations ultimately as we can read constitute the cultural environment of the organization it is through them as the first communicative means that leadership is achieved and the leader is called to motivate that ultimately it isConvince and incentivize work for common objectives that will not only be for the organization but importantly for the collaborators.
References
Arana, Flórez Ronald. Communication in SMEs. Fundamental concepts, research methods and strategic planning. Ed. Santiago de Cali University. Cali, Colombia. 2009.
Muñoz, Grisales Rodrigo. Organizational paradigms and Human Management: for a new ethics of the labor relationship. Eafit University. Number 127. Medellin Colombia. 2002.
Martín, Irene. Challenges of Corporate Communication in the Knowledge Society: From information management to the creation of Organizational knowledge. Signo y Pensamiento Magazine No. 51. Pontificia Universidad Javeriana. Bogota Colombia. 2007.
Dezerega Cáceres, Víctor. Management conversations and the ability to generate action. At
