Organizational Communication Flashcards
systems approach metaphor
systems are viewed as organisms
systems components
hierarchal ordering (super system, system, sub system) interdependence permeability
system process
input-throughput-output
feedback processes: negative and positive
system properties
holism
equifinality
negative entropy
requisite variety
cybernetics systems theory
systems are steered toward reaching goals
system goal -> system mechanisms -> target/system behavior -> system feedback -> system goal
karl weick’s theory of organizing basics
- illuminate the process of organizing
- sense-making is a key human activity
- major goal of org is the reduction of equivocality
- the more equivocal the information, the more we need others help to solve
- change in environment-> enactment-> selection-> retention
network
system of links among components
properties of network links
strength
symmetry
multiplexity
properties of networks
content
mode
density
level of analysis
network actor positions
isolate
group
bridge
liaison
critical approaches metaphor
viewed as a battleground, organizations are sites of domination
conflict: frames of reference
unitary
pluralist
radical
approaches to power
traditional
symbological
radical-critical
foundations of critical approach
emancipation
organizations as sites of domination
assumptions
different types of control
simple
technical
bureaucratic
concertive
feminist views goal
challenge patriarchal assumptions of organizational life
feminist theories
liberal
radical
standpoint
ideology
taken for granted assumptions that influence perceptions about situations or events
hegemony
dominant group leads another to accept their ideology and subordination
narrative
power relations are produced/reproduced through the stories people tell - change the story
resistance
methods workers use to exert pressure on those with current power and control
assimilation
processes by which individuals join, become integrated into and exert organizations
socialization
organization influences adaption of individuals
individualization
an individual changes/shapes organization to suit his/her needs
the socialization process
anticipatory socialization -> encounter -> metamorphosis -> exit
anticipatory socialization
anticipatory occupational socialization
anticipatory organizational socialization
encounter
point of entry
sense-making of org culture
involves learning new and releasing old
reality shock
managing encounters
orientation, mentoring, information-seeking
information-seeking strategies
overt questions indirect questions third party testing limits disguising conversation observing surveillance
Content of encounter stage
role-related
organizational culture info
metamorphosis
socialization is complete
shift from outsider to insider
leader-member exchange process
org. members accomplish work through roles
develop roles through communication
role-taking–> role making-> role routinization –> in-group/out-group
exit
voluntary
involuntary
rational model - nutts 5 stage normative model
formulation concept development detailing evaluation implementation
alternative models
due to various constraints, many decisions not purely based on rationality
march and simons statisficing
optimizing
satisficing
bounded rationality
simons intuative process
make decisions without conscious knowledge
“gut” decision bc lack of time/data
analogical
march’s garbage can
problems
solutions
participants
choices
fishers model
focus on member interaction/related outcomes
orientation-> conflict -> emergence-> reinforcement
pooles multiple sequence path
unitary sequence path
complex cyclic path
solution oriented path
groupthink systems
illusions of invulnerability illusions of morality stereotyping self-censorship illusion of unanimity direct pressure of dissidents reliance of self-appointed mind guards
functional theory
understand the issues
determine minimal criteria for a viable solution
develop potential solutions
asses potential solutions against criteria
symbolic convergence theory
consideres role of communication such as stories and jokes in a creating a feeling of group identity
bona fide group perspective
group research considered factors such as:
shifting memberships
permeable boundaries
interdependence
participation in decision making
affective model
cognitive model
affective model
participation should satisfy self-esteem and self-actualization
participants-> satisfies need-> work satisfaction -> motivation-> productivity
cognitive model
improves upward, downward flow of communication
increased satisfaction as by product
individual help at the bottom, create higher quality
