ORGANISATIONAL COMMUNICATION  Executive summary This assignment is based on the organizational communication which is focused on the effective communication of the organization in order to run the business smoothly. The lack of communication can hamper the whole running of the organization it has shown by this research project. With the lack of communication ethical dilemmas can increase within the organization and this issue has evaluated with this project and some strategies have implemented to overcome this situation, Hence, in the second part of this assignment one qualitative research has conducted by interviewing the manager and several outcomes of the answers has analyzes through this project. At the final part of this project a conclusion has made with proper suggestion and recommendation given to the organization to i9mprove the communication.   Introduction This research project on organizational communication is focusing on the Vodafone New Zealand, to discuss and find out the importance of the organizational communication with reference to the ethical dilemmas related with communication (Vásquez et al., 2016). Vodafone NZ is basically a subsidiary company of London listed Vodafone Plc, operating in the telecommunication sector of New Zealand. It has launched in Auckland, in the year of 1998 and Vodafone NZ is a new company which is the largest mobile phone operator in New Zealand. This company has employed more than 3000 people from all over the New Zealand and it is also associated with the New Zealand Telecommunications Forum (Porcu et al., 2017). In 2013, Vodafone has launched LTE network and by speed testing of Ookla, it was ranked first in the year 2014. It is serving to approximately 200000 customers and more, all over the country (Fearn, 2016). Corporate Responsibility is a major aspect of Vodafone NZ with a view of understanding about the stakeholder’s expectation in order to maintain healthy relationship with them. Vodafone also conduct some CR programs and present the report of progress in front of the stake holders (Putnam & Banghart, 2017). The responsibility of the CR team is to engage the stake holders in the environmental and social footprint issues to enhance their interest. The equipments are collected from the Third party manufacturers and it is a multinational channel and in this globally managed supply chain system a proper code of ethics should maintain through a proper communication channel (Seidl, 2016). Finally, comes to the point of Employee CR survey where the employees of Vodafone NZ have asked about their satisfaction about the organizational set up and especially the organizational communication. A good structured organization not always results in achieving organizational goal but also a hierarchy of communication channel is important to become successful. From the CR report of 2013, it has found that employee performance is decreasing due to lack of communication within the organization (Becker et al., 2017). Theoretical approaches regarding the organization communication will further evaluate the ethical dilemmas related with organizational communication. The term “Ethics”, refers to the moral principles which influence the human behavior (Paturas et al., 2016). Rightness or wrongness is the two terms which is related with truth and justice. Now, when ethics is associated with communication in the organization premises, it creates impact on the individuals as well as the organization as a whole. The values of the employees are shaped through the organizational communication which is a internal part of the organization (Varey, 2016). The entire spectrum of human conduct encompasses ethics which include Staff and workers, colleagues, the environment, the community, customers, stakeholders and the nation and its interest. Ethical communication enhances the dignity in individual employees and also fosters the truthfulness, personal integrity and respect for self and others (De Nobile , 2017). An ethical communication involves the following- Stating the opinions as facts Portrays the data graphically and fairly All relevant information to be provided It should not deceptive anyway and should be true in everyway Do not hide any information behind any optimistic information Information should accurate in nature and manipulation, discrimination should avoid. Therefore, after this discussion on the ethical communication the issues of ethical dilemmas are also major issue in organizational context. Therefore being a researcher some of the ethical dilemmas regarding communication can be stated in the Vodafone NZ context. The areas are as follows- Whistle-blowing- An employee who has a grudge about the corporate communication and not being treated well by the management, he can spread this bad impression in public which in turn can damage the market reputation of the Vodafone NZ in the market place. The management of Vodafone always wants employee loyalty because revenge, jealously, greed within the employee can motivate whistle-blower (Sparks et al., 2016). Further, if the whistle blowers are controlled in strict manner then, it can go against the company reputation because the whistle blower can become aggressive in nature. Leaks- One major consequences of ethical dilemma in the organization is leaking information by the employees. A major problem of leaking information is that the person who leaks the information cannot cross examined and in maximum cases they informed to media or other competing firm about Vodafone’s secret strategy about any product or service launch due to honorable or dishonorable reasons. Secrecy- Maintain secrecy is a challenge for a manager in the organizational context if there is no communication channel between the employee and manager. Now, the organization needs to keep secrecy for certain matters like research and development of the products, in order to get competitive advantages. Ambiguity- The communicator must be aware about the interpretation of their communication because ambiguity is like secrecy and it can use for unethical practices. The messages should clear the meaning to the employees so that they will not misunderstand the fact of communication. Gossip- gossip or rumors are inseparable part of corporate culture. Gossip refers to the people and rumors focuses on the information that is manipulated by the employees. So, managers are often use the term that “yet to be confirmed”, but the employees are not consider this matter rather speeded rumors which in turn create cloud in the mind of the employees and it is the fruit of indirect communication of the manager. Indirect communication often misleads the information. Euphemisms- the term euphemisms means to obscure the truth and it happens mainly when top level management or managers want to suppress some truth about something which can create aggression within the employees (Andersen et al., 2017). Thus, when the truth come in the lime light then, it falls under the ethical dilemma of communication. Lying- Lying destroys the trust between the employees and also shakes the foundation of ethical communication. Lying is least morally perplexing and it can create a grudge within the employees it is also unethical in organizational communication. From the above dimensions of ethical dilemmas can occur within the communication system of the Vodafone NZ, if communication is not tackled in ethical ways through proper channel. Now, with the help of theoretical approaches, this research will help to find out the need of organizational communication and its importance in running of the organization. There are so many theories of communication such as Communication accommodation theory, cultivation analysis, cultural approach to organization, expectancy violation theory, organizational information theory and symbolic interaction theory and so on and so forth. But in the context of Vodafone NZ, this research has found that Expectancy violation theory is more suitable than the other theories, so now this theory will evaluated by the researcher within the Vodafone’s context. The expectancy violation theory is developed from nonverbal expectancy violation by Judee.K.Burgoon and it is based on the uncertainty reduction theory (Joseph et al., 2017). The unexpected behavior of employees while interacting can explain through this theory. There are two types of expectancy- prescriptive and predictive. Prescriptive is communication within a existing environment and predictive is in a particular environment. In Vodafone these two types of communication is common while communicating with managers. However, three factors will elaborate the expectancy of the employees- Interpersonal- this denotes the relationship of employee and his manager Interactant- this refers personal traits of employees which create a expectation in the manager Environment- this is influenced from social and cultural influence of the organization when employee or manager both can expect a violation of the behavior in a positive or negative way. This theory has a critical evaluation also which explains that vagueness of the people give a place of sharing more about themselves and in this manner the uncertainty can reduce within the organization (Delany et al., 2017). The following strategies can further help Vodafone in building ethical communication within the organization- Demonstrate that methods of working to the employees which is consistent and reliable by nature. Learning and adopting as the key feature. Open the mind in unfamiliar condition. Provide information to the employees in order to feel them part of the organization and also give responsibility (Gallagher et al., 2016). Alert on the employee interaction so any kind of leaks or lying can detect. Give importance to the women employee and communicate with them and give duty to represent the company. Developing an understanding of the communication gap with the employees and empathize them. Aims- from the above discussion it is clear that the aim of this project is to define the organizational communication, comply with ethical dilemma and try to suggest some strategies to make effective communication within the organization. Research Objectives- Critically evaluate the organizational communication. Critically analyze the ethical dilemma concept within the organization. Develop some theoretical approach regarding organizational communication. Research and recommend some factors to improve organizational communication. Research Questions- What are the theories related with organizational communication in this research scenario? What are the ethical dilemmas that are affecting in organizational communication? What are the key factors of ethical communication? What are the appropriate suggestions regarding this research project?  Research process Research process includes research methodology which is of two types- Qualitative and Quantitative research. The research is also based on the sampling methods, data collection process and suitable approach and design. There is primary and secondary research on which the research progress should done (Klenke, 2016). Primary research is based on the survey and questionnaire method and the people who are aware about the subject matter they are asked to answer the questions (Thorne, 2016). On the other hand, secondary research is based on the theoretical underpinnings and the research is conducted by the help of existing research done by the scholars. Therefore, Quantitative research is based on the data collection method and the data are further analyzed and evaluated to get the research outcomes. It is basically a statistical procedure. On the other hand, Qualitative research is conducted through personal perception, experience and knowledge (Padgett, 2016). This method provides the opportunity of taking interviews of the respondents and the researcher can see the facial expression and body languages while communicating and thus research outcome can be based upon the personal views of the respondents. Sample size- This research project is based on the qualitative analysis which has done through the interview process of the area manager of Vodafone NZ, so only one person has interviewed in this process (Akobeng, 2016).  Findings & Discussion This assignment is based on a qualitative analysis and an area manager of Auckland has interviewed and asked several questions to find the issues regarding communication and maintaining ethics within the work environment. Now, the answers given by the manager will evaluate this matter. Questions and along with the findings of this research: 1) According to your opinion what do you think are the strengths and weaknesses of the current organisational structure of your company? According to the reply of the manager it has found that the Vodafone NZ is following a functional organisation structure, where every staff is specialised in their skills to perform their relevant tasks and it is defined as the strength of the organisation. But, in practical scenario only one skill is known to one employee this is not at all good and a cross functional training can enhance the communication of the employees between different departments. 2) When the top management has to take decisions for the organisation, do they consult the employees if the decisions affect them? Though the decision which impacted the employees individually is informed to the employees but the management level decisions are not conveyed to them. This can make the employee feeling disrespectful and they can leak the confidential information to the public. The overall communication can make employees feel like family. 3) In your organisation how important is the communication between employees? Communication cannot restricted within one team rather it is important to communicate with each and every individual so that the decision about the products can conveyed to every department which will further help in making other product development decision. 4) When working in a team does each and every employee have the say on choices that would best advance the team’s work or is it just the team leader who decides everything? Vodafone maintain a unique communication system within the team which help the individual employees to take part in each decision making process. Team leaders are always encourage the team members and in making a innovative decision the collective idea will formulate the decision. This is very crucial part of decision making process in Vodafone. 5) Due to high level of diversity in your organisation, are there any conflicts in your organisation and if yes how do you resolve it? Though Vodafone do not support any political or religion discussion at the office premises but the conflict is a part of Vodafone just because of diversified employees. Language barrier is also a issue of conflict. Thus, conflict within the employees can hinder in the smooth running of the organization by divide the team within a team. 6) Does the organisation experience identity conflicts between the employees or the team. If yes, how is it solved? From the research it has found that there is a identity conflict within the Vodafone NZ and it create occasionally when some of the employees are on leave. Like quality management team some time helps the product implementation team and thus when employees are on leave from this two departments then some of the quality management team employees has to do the work for the product implementation team and thus conflict arises. This problem is mainly crate because of lack of communication among the departments.  Conclusions To conclude this assignment it is to explain from the research and findings that no organization is perfect and the imperfection became prominent when there is lack of communication within the organization. In the first part of this research project it has shown that how ethical dilemmas are creating hindrance within the organization and it is for the communication gap. Further this project has contributed to identify the theoretical approaches which are influencing the organizational communication and explained some methods to deal with this communication gap. Thus, a qualitative research has find out the key issues relating to Vodafone NZ and analyze the issues also to find out further solutions to enrich organizational communication.  Recommendations After conducting this research some recommendation can finally conclude this project with the scope of further study in future. Being a researcher , the suggestion can give for the further study that basically this project made a biased research because a qualitative research never produce a concrete outcomes. Without a statistical evidence the research cannot be fruitful in nature and only one interview has taken from the manager of Vodafone which itself a limitation of this research. Manager cannot confuse the real facts because it can hamper market reputation; Therefore, a future research on the employees can reveal the actual fact regarding communication within the organization. Finally this research can conclude with some suggestion to improve communication within Vodafone such as cross functional activities, cross functional communication, Training with different skills, rotational work within the departments and finally empathy to be shown from thye managers ens to the employees to motivate them.  Reference list Joseph, K., O’Brien, T., & Correa, H. (2017). Tax strategies and organisational communication in MNC supply chains: case studies. International Journal of Logistics Research and Applications, 20(2), 105-128. De Nobile, J. (2017). Organisational communication and its relationships with job satisfaction and organisational commitment of primary school staff in Western Australia. Educational Psychology, 37(3), 380-398. Varey, R. J. (2016). Cooren’s ‘Organisational Communication’. The American Journal of Semiotics, 21(1/4), 133-134. Paturas, J. L., Smith, S. R., Albanese, J., & Waite, G. (2016). Inter-organisational response to disasters. Journal of Business Continuity & Emergency Planning, 9(4), 346-358. Becker, J. S., Leonard, G. S., Potter, S. H., Coomer, M. A., Paton, D., Wright, K. C., & Johnston, D. M. (2017). Organisational Response to the 2007 Ruapehu Crater Lake Dam-Break Lahar in New Zealand: Use of Communication in Creating an Effective Response. Seidl, D. (2016). Organisational identity and self-transformation: An autopoietic perspective. Routledge. Putnam, L. L., & Banghart, S. (2017). Interpretive Approaches. The International Encyclopedia of Organizational Communication. Fearn-Banks, K. (2016). Crisis communications: A casebook approach. Routledge. Porcu, L., Porcu, L., Del Barrio-García, S., Del Barrio-García, S., Kitchen, P. J., & Kitchen, P. J. (2017). Measuring integrated marketing communication by taking a broad organisational approach: The firm-wide IMC scale. European Journal of Marketing, 51(3), 692-718. Vásquez, C., Schoeneborn, D., & Sergi, V. (2016). Summoning the spirits: Organizational texts and the (dis) ordering properties of communication. human relations, 69(3), 629-659. Padgett, D. K. (2016). Qualitative methods in social work research (Vol. 36). Sage Publications. Thorne, S. (2016). Interpretive description: Qualitative research for applied practice (Vol. 2). Routledge. Klenke, K. (Ed.). (2016). Qualitative research in the study of leadership. Emerald Group Publishing Limited. Akobeng, A. K. (2016). Understanding type I and type II errors, statistical power and sample size. Acta Paediatrica, 105(6), 605-609. Delany, C., Richards, A., Stewart, H., & Kosta, L. (2017). Five challenges to ethical communication for interprofessional paediatric practice: A social work perspective. Journal of Interprofessional Care, 1-7. Gallagher, R., Miller, M. L., & Roso, C. (2016). Effectiveness of Content Order in Improving Ethical Communication Choices in Oral Communications. Andersen, S. E., Nielsen, A. E., & Høvring, C. M. (2017). Communicative Dilemmas of CSR: Towards an Integrative Framework of CSR Communication. In Handbook of Integrated CSR Communication (pp. 51-69). Springer International Publishing. Sparks, H., Collins, F. L., & Kearns, R. (2016). Reflecting on the risks and ethical dilemmas of digital research. Geoforum, 77, 40-46.