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COMM 3500 > Final > Flashcards

Final Flashcards

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1
Q

Tradition: Cybernetic
Philosophy: Deterministic

Main Idea: processing information and organizing it means making sense of equivocal (ambiguous) input; by making sense of equivocality there is an increase of predictability

A

Information Systems Approach to Organizations

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2
Q

the building block of a system in every organization

act —> response —> adjustment

Ex. Act- coach changes strategy—> Response: team performs strategy—> Adjustment: coach says yea or nay to new strategy or fine tunes it

D.I.’s link together to form subsystems in a larger system: either loosely or tightly coupled

A

double-interact

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3
Q

Interpretive.
interpersonal communication.
The self arises from communication.

A

Symbolic Interactionism

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4
Q

Interpretive.
Socio-cultural.
Rules, speech acts, hierarchical/serpentine model.

A

Coordinated Management of Meaning (CMM)

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5
Q

Interpersonal communication.
nonverbal violations valence.
people often violate our expectations of their behavior, which triggers and evaluation of both the violator and the violator’s behavior.

A

Expectancy Violations Theory

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6
Q

Deterministic.
Socio-psychological.
Interpersonal goals, deception clues, leakage, truth bias.

A

Interpersonal Deception Theory

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7
Q

Deterministic.
socio-physchological.
cognitive constructs, cognitive complexity, strongly identified by the RCQ.

A

Constructivism

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8
Q

Deterministic/somewhat interpretive.

self-disclosure, privacy, social exchange, social penetration, dialects.

A

Communication Privacy Management

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9
Q

Deterministic.
cybernetic.
uncertainty reduction, predictability, interpersonal epistemology, information, key variables to relational development.

A

Uncertainty Reduction Theory

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10
Q

relational maintenance.

dialectic, relationships as sets of tensions.

A

Relational Dialectics

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11
Q

Deterministic.
Cybernetic (slightly socio-cultural).
one cannot not communicate; messages have two levels of meaning; all communication is either symmetrical or complementary.

A

The Interactional View

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12
Q

socio-physchological.
persuasion.
people process and evaluate information through a central or peripheral cognitive route, which determines the influence a message has on them.

A

Elaboration Likelihood Model

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13
Q

Deterministic.
socio-psychological.
persuasion.
dissonance, cognitive elements, behavior and attitude change.
dissonance produces tension or stress that creates pressure to change; Festinger’s 3 hypotheses about dissonance and attitude change.

A

Cognitive Dissonance

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14
Q

Socio-psychological.

Groups.

A

Functional Perspective

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15
Q

deterministic/interpretive.
cybernetic.
organizations make sense out of equivocal information by processing through enactment–> selection, and –> retention–as long as it has requisite variety.

A

Information systems

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16
Q

sign, signifier, signified, ideology.

signs shape reality.

A

semiotics

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17
Q

interpretive.

an approach uncovers who owns the meanings behind the culture’s symbols, slogans, names, rituals, stories and so on.

A

Critical Theory Approach

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18
Q

Interpretive.
socio-cultural.
face, face threat, Facework, individualistic, cultures, collectivistic cultures.
culture predicts what kind of conflict styles people will use by way of predicting what kind of facework strategies they will use.

A

Face Negotiation

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19
Q

Loose coupling is where different subsystems are not affected by what happens in the other subsystems (ex. drama in history dept won’t really affect the business dept)

Tight coupling is where a blow to one section of the org. affects all the sections

A

the distinction between loose coupling and tight coupling in organizations

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20
Q
  1. Enactment- org. acts on input (something that happened)
  2. Selection- retrospective sense making (what have we done/what do we do next)
  3. Retention- “org. memory”- remembering how we have managed situations, “collective memory”
A

the three-step process of how an organization makes sense of equivocal information

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21
Q
  1. Assembly Rules: standard operating procedure
  2. Double Interacts- this is when there is not a rule to solve the equivocality

More D.I’s, the less assembly rules used and vice versa

A

2 Tools Used in Selection Process

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22
Q

The need for organizations and groups to be as complicated as the problems that confront them.

A

requisite variety

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23
Q

Tradition: Socio-Cultural
Philosophy: Interpretivistic

Main Claim: Social systems create and recreate themselves by:

  • crafting new tools to do creative work
  • reinforcing old tools to do the creative work
A

Adaptive Structuration Theory

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24
Q

That each group went through a 5 stage group development:

  1. Forming
  2. Storming
  3. Norming
  4. Conforming
  5. Performing

Development is non linear; comm. has no significant impact; do not consider individual/group interdependence

A

earlier group formation theory and Poole’s criticism of it

25
Q

Structuration: societies, years, social practices (Big/Societal)

Adaptive Structuration: groups, meetings, group resources (small/group)

-Poole calls his theory adaptive structuration because he observes members of task groups intentionally adapting rules and resources in order to accomplish their decision-making goals.

A

Distinguish “adaptive structuration” from “structuration.”

26
Q

slightly critical bc we can interact differently to change the group; indicative in that every member can influence another

A

interaction

27
Q

learning the rules, roles, and resources is main part of this

A

structures

28
Q

the groups use of new tools; addition of new tools, skills, knowledge, etc.

Adopting a rule or resource from another group or the larger culture.

A

appropriation

29
Q

more things change, the more they stay the same; use of rules and resources to create a new structure (change)

duality of structure: The idea that rules and resources are both the means and the ends of group interaction.

A

production of social systems

30
Q

change is gradual and over time through the use of rules and resources

A

interpenetration

31
Q

In what way does Adaptive Structuration Theory partially fit into the Critical tradition?

A

This theory fits into it slightly because of it’s “interactionality”, it gives each member the ability to change the way the group is structured so that everyone can have a chance to make a impact on the task at hand

32
Q

Eval of Adaptive Structuration:

A 
U: H
C: H
A: L
C:H/L
R: H/L
33
Q

Tradition: Socio-Cultural; Semiotics
Philosophy: Interpretivistic

Main Idea: instead of viewing culture as something an org. possesses, it says that a culture is something that an org. is; views the org. as a web of meaning and symbols

A

Cultural Approach to Organizations- (Ch 19)

34
Q

What is meant by defining culture as “a web of shared meaning?”

A

It is the residue of employees’ performance–“those very actions by which members constitute and reveal their culture to themselves and to others through the use of communication”.

35
Q

To create a better understanding of the webs of shared meaning within an org. so that people can know what it takes to live better within the culture of that org.

A

the purpose of ethnography

36
Q

a research method in which investigators systematically observe people in their world (as if they have never seen it before) while joining them in their routine activities

A

participant-observation

37
Q

metaphors, stories, and rituals as potential findings of ethnographers

A
  • Metaphors: can offer the ethnographer a starting place for assessing the shared meanings of a corporate culture by equating it with a familiar picture (ex. We are a “family”)
  • Stories: ones that are told over and over provide a window through which to view corporate webs of significance
  • Rituals- texts that articulate multiple aspects of cultural life, often marking rites of passage or life transitions
38
Q
  1. Corporate- carry management ideology and reinforce company policy
  2. Personal- told by employees that put them in a favorable light
  3. Collegial- stories about org. itself (“I remember when we did ____”); description of how things “really work”
A

3 Types of Stories

39
Q

By whom and in what ways has a cultural approach been criticized?

A

It has been criticized by critical theorists

  1. Doesn’t report manipulation of (symbols, rituals, etc.)
  2. Doesn’t evaluate
  3. A cultural approach will not use the word “should”, a critical approach will
40
Q

Tradition: Critical/Phenomenological
Philosophy: Interpretivistic

Main Idea: Approach to comm. in orgs with the aim of exposing managerial control and building stakeholder democracy (everyone has a say) in org.

A

Critical Theory of Communication Approach to Organizations-(Ch 21)

41
Q

What is critical theory, and how is it distinct from any theory we discussed prior to this one?

A

(see main idea)- distinct in that it’s sole purpose is from a critical standpoint; haven’t covered a solely critical theory yet

42
Q

How is it related to, but distinct from, a Cultural Approach to Organizations?

A

CAO is about examining the symbols within a culture and describing them; Critical is that plus discovering who is in power and in charge; it is about how are these symbols being used for power and exposing that

43
Q
  1. Participation (Co-Determination & Communicative Processes)
  2. Involvement (Co-D & Informational Processes)- freedom of expression, but no one actually listens to you
  3. Strategy (Info-Processes & Managerial Control Processes)- dictatorial style of mngt- “my way or highway”
  4. Consent (Communicative Processes & MCP)- actively, yet unknowingly, working towards the interest of another in the attempt to fulfill your own interests
A

the four different decision-making processes of organizations

44
Q

What is a “stake holder?” Who are the stakeholders in any organization?

A

Anyone who has a stake in the org: investors, workers (staff), consumers (employers), suppliers, host community, greater society and world

45
Q
  • Co-Determination- collaborative decision making
  • Managerial Control- systematically excluding the voices of people who are directly affected by the decisions
  • Informational Model- view that comm. is merely a conduit for the transmission of info about the real world
  • Communication Model- View that language is the principal medium through which social reality is created and sustained
A

Categories of the 4 decision-making processes

46
Q

Stakeholder democracy; the process where the org. is truly making a democratic decision (all stakeholders have a say in decision)

Managerial’s desire for control impedes this (managerialism, consent, systematically distorted comm.)

A

participation (and what impedes it?)

47
Q

Philosophy: Interpretivistic
Tradition: Semiotics/Socio-Cultural/Critical

Main Idea: A sign is a message that consists of a signifier and a signified (referent) whose meaning reflects, reinforces, or resists, the ideology of the culture

A

Semiotics-(Ch 26)

48
Q

two major principles of semiotics

A
  1. A Sign is a combo of its signifier and signified
  2. A Sign does not stand on its own: It is part of a system
    - Signs transform within the context of a social system
49
Q

denotation and connotation.

A

Denotation: the sign’s original or initial meaning

Connotation: the transformed meaning (how we all perceive it “nowadays”)

50
Q

How is connotative meaning “mythic?”

A

Connotative meaning is mythic because this is the new ideology that signs carry wherever they go; this is the new cultural meaning

Connotation glosses the truth – retells a story – creates a myth; becomes new normal; reinforce dominant values of their culture

51
Q

How is denotative meaning distanced-but-not-lost in connotative meaning?

A

It is still there because without it, the connotative meaning would not exist, but no one thinks about the denotative meaning because the symbol’s meaning has been changed

52
Q

Philosophy: Deterministic
Tradition: Socio-Psychological

Main Idea: People will accommodate their communication toward or away from others by changing their communicative behavior in order to maintain or reach certain appearance

A

Communication Accommodation Theory (C.A.T.)

53
Q

What marks communication as particularly worth examining as intercultural or inter-group?

A
  1. a collectivist culture
  2. distressing history of interaction
  3. Stereotypes- overgeneralizing (allness claim- they all do it)
  4. norms for treatment of groups (“you’re one of them”)
  5. high group solidarity/high group dependence
54
Q
  1. Language reveals info about group belonging and social status
  2. Language is emotionally charged
  3. Similarities and dissimilarities exist in all conversations
  4. Interactional behaviors change from person to person: we can converge or diverge
A

assumptions C.A.T. makes about language & social interaction

55
Q

People will converge in interactions if they want to:

  1. Get the listener’s approval
  2. Communicate efficiently
  3. Maintain a positive social identity

People will diverge in interactions if they want to:

  1. Maintain cultural pride
  2. Establish power over others
  3. Establish a contrast between self and another
A

Under what conditions would people convergence in interaction? Under what conditions would people diverge?

56
Q

Philosophy: Deterministic
Tradition: Socio-Psychological

Main Claim: culture predicts what kind of conflict styles people will use by way of predicting what kind of face-work strategies they will use

A

Face Negotiation Theory-(Ch 32)

57
Q

Definition: a positive sense of self (desired identity) that is provided by society; how you want to be seen

  1. Solidarity (+): to be connected (more collectivistic)
  2. Autonomy (-): to be independent (more individualistic)
A

face (and face needs)

58
Q

A behavior that threatens one or more face needs; a possibility that face needs won’t be or can’t be met due to:

  1. Our own actions
  2. The actions of others
  3. Happenstance
A

Face Threat

COMM 3500 (3 decks)

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