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Developing business communication sk...

Patton, Gregory Hall.

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Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches./
作者:	Patton, Gregory Hall.
面頁冊數:	130 p.
附註:	Source: Dissertation Abstracts International, Volume: 66-11, Section: A, page: 3865.
Contained By:	Dissertation Abstracts International66-11A.
標題:	Speech Communication. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3196872
ISBN:	054242746X

Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches.
Patton, Gregory Hall.

Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches. - 130 p.

Source: Dissertation Abstracts International, Volume: 66-11, Section: A, page: 3865.

Thesis (Ph.D.)--University of Southern California, 2005.

This study examines the Transtheoretical Model forwarded by James Prochaska with a particular application to the enhancement of communication skills in a business context. Specifically, individual Processes of Change were sought, generally and within individual Stages of Change, which account for the greatest overall variance in targeted communication skill development. Five processes were examined (consciousness raising, self-reevaluation, commitment, social liberation and helping relationships).

ISBN: 054242746XSubjects--Topical Terms:

1017408
Speech Communication.

Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches.
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245 1 0 $a Developing business communication skills: Leveraging stage versus global processes of change in skills improvement approaches.
300 $a 130 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-11, Section: A, page: 3865.
500 $a Adviser: Patricia Riley.
502 $a Thesis (Ph.D.)--University of Southern California, 2005.
520 $a This study examines the Transtheoretical Model forwarded by James Prochaska with a particular application to the enhancement of communication skills in a business context. Specifically, individual Processes of Change were sought, generally and within individual Stages of Change, which account for the greatest overall variance in targeted communication skill development. Five processes were examined (consciousness raising, self-reevaluation, commitment, social liberation and helping relationships).
520 $a The current study incorporates a diverse sample of 67 managers and professionals, representing more than 50 corporations. Individuals were enrolled in a MBA program that integrated individual processes of change into their communication curriculum. Longitudinal data, covering a 10 month period, was collected from participants, including the completion of multi-rater assessments using the Professional Communication Inventory (PCI).
520 $a The present study suggests that up to 69 percent of the variance in communication skill development can be accounted for by usage levels of individual processes of change. The findings also suggest that targeted, individual processes of behavioral change, used in stage-based applications, are up to eight times more effective than traditional, global, non-stage based approaches to communication skill development. Overall, four processes of change were supported in this business communication context (consciousness raising, self-reevaluation, commitment and helping relationships).
520 $a Three additional findings related to supervisory assessments and training transfer were also found. First, the present study found the processes of change leading to self- and supervisor-identified skill enhancement are different. Next, when compared to traditional conceptualizations of the stage placement of processes, the processes of change in this business context were accelerated for self-identified change and delayed for supervisor-identified change. Finally, a strong training transfer gap was identified suggesting that supervisor recognition of improvements serves as a trailing indicator of change activity.
520 $a In the business context, and with an eye to training and development, the present study provides an initial roadmap for enhancing training effectiveness and gaining greater returns from MBA and employee-sponsored training programs. Based on these findings, far more attention is warranted to understanding these processes of change and their role as an accelerator in the skill-building process in communication and business applications.
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791 $a Ph.D.
792 $a 2005
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3196872