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Grapevine Informal channel of communication No set lines No rules

Grapevine Informal channel of communication No set lines No rules Spreads in any direction, any where fast Primarily Horizonta People in same level of hierarchy contact with ease Sometimes vertical &diagonal. Situation is responsible /Not person Insecurity of service

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Grapevine Informal channel of communication No set lines No rules

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  1. Grapevine Informal channel of communication No set lines No rules Spreads in any direction, any where fast Primarily Horizonta People in same level of hierarchy contact with ease Sometimes vertical &diagonal

  2. Situation is responsible /Not person • Insecurity of service • Un certainty over promotion • Biased increments • New strategies/technology affecting job prospects • Activates GV leaders • Workers have one set of GV • Authorities

  3. Types of GV • Prof. Keith Davies classifies GV into four types • Single strand • D C B A

  4. GOSSIP One tells everybody

  5. Clustersmoves through selected groups

  6. Probability[ random]information move from anybody to anybody

  7. Importance of GV • Safety Valve • Does not alleviate fear yet gives emotional relief • Organisational Solidarity and cohesion • Brings workers together • Express concern for their associates • Raise their morale • Supplement to other channels • Certain information officially cannot be communicated can be sent as GV

  8. Quick transmission • Feedback • Management gets feedback about what subordinates think about organisation; policies etc. • DEMERITS • Distortion • Noble may be affected • Harmful to the employees • Incomplete information • So may be misunderstood /misinterpreted • Damaging swiftness • Cause irrepairable damage

  9. To use effectively managers should • Spot the leaders[gossip mongers]and observe them • Use to get feedback • Contradict rumours • Involve workers in decision-making process

  10. Consensus • It is the process of arriving at agreement through consultation • Does not mean unanimity but majority agree to the decision for the sake of the institution

  11. Problem identified • critically analysed • Additional details collected • Ways to solve identified • Process of consultation • Members are contacted • Solution discussed • Decision arrived at • Advantages • Decisions are easy to accept • Promotes harmony • Conflicts are avoided

  12. Disadvantages • Members are forced to participate and give their views • Participants express personal interests with regard to themselves or others • Turn out to be conspiracy • Superiors loose respect if workers are discussed with

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