Organizational Communication Concepts

ORGANIZATIONAL COMMUNICATION Chapter 10 Defining an organization  Organization = a social context where symbols are exchanged to create and maintain social reality and collective meaning . Functions of Communication in Organizations 1. Manage ambiguity 2. Issue, receive, interpret, and act on commands 3. Create and maintain productive relationships with other organization Communication Networks  Formal Communication  Informal Communication Communication Networks Formal Communication = a system designed by management to dictate who should talk to whom. Vertical Communication Horizontal Communication Communication Networks  Informal Communication = communication within organizations based on career interests, friendships, proximity, and shared aspirations . Communication Networks  Informal Communication = communication within organizations based on career interests, friendships, proximity, and shared aspirations . Informal Communication often • Confirms • Contradicts • Expands • Circumvents Formal Communication Organizational Communication & Media Richness  Media richness = the potential information -carrying capacity of the medium  Question: What do you think is the “richest” communication medium? The leanest? ORGANIZATIONAL CULTURE “The way we do things around here.” -Deal & Kennedy, 1982 Organizational Culture  Organizational culture = a pattern of basic assumptions (re)created by organizational members; a common frame of reference for understanding how to think, feel, and behave  Org. culture:  Is shared  Is intangible  Affects and is affected by human behavior Cultural Component #1: Symbols  #1 Symbols/Cultural Network: communication system through which cultural values are instituted and reinforced.  Physical  Behavioral  Verbal/nonverbal New Mexico State University Symbols Pistol Pete “The Traders” Statue Logo Cultural Component #2: Values  #2 Values: standards, principles, visions Question: What values are expressed in NMSU’s mission statement? “NMSU is a caring community committed to transforming lives through discovery.” Cultural Component #2: Values  #2 Values: standards, principles, visions  Other examples? “Creating an environment where absolute guest satisfaction is our highest priority.” Cultural Component #3: Heroes #3 Heroes: individuals who come to exemplify an organization’s values Cultural Component #4: Rituals  #3 Rites & Rituals: routine presentations; ceremonies through which the organization celebrates its values.  Examples at NMSU? Schein ’ s Onion Model Schein ’ s Onion Model LEVEL 3:

Assumptions LEVEL 2:

Espoused Values LEVEL 1:

Artifacts & Behaviors LEVEL 1:

Artifacts & Behaviors Most visible level of an organization’s culture  Style of dress?  Open or rigid floor plan?  Types of technology?  How people address each other (like the use of titles)?

Communication during meetings?

Comfortable furniture?  Written documents? LEVEL 2:

Espoused Values The org.’s preference for what “ought” to happen. At the heart of The Cheesecake Factory Incorporated is a set of guiding principles based on excellence and quality in everything we do. To achieve excellence , we know we must strive to continuously improve upon our past accomplishments. LEVEL 3:

Assumptions Core, taken -for -granted assumptions that org.

members hold about the world & how it works CCF’s core assumption:

It is important to be the BEST