Organizational Communication

Chapter 6 Organizational Communication

Chapter Summary

Organizational communication is the study of communication is organizations. In this chapter, organizations and organizational communication are defined. Then the chapter discusses the various approaches to studying organizational communication. Organizational socialization/assimilation is then described. Next, organizational identity and culture, followed by organizational dissent are examined.

Definition of Organizational Communication and Different Approaches to Studying Organizational Communication

Organizational communication is the study of communication in the context of an organization and the chapter begins with some theoretical discussion about upward/downward communication, and channels of communication within an organization in the 1960s. There are two main approaches to organizational communication. The first one looks at organizational communication as a specific field of communication and examines the theories within it, while the second approach tries to define a theory of communication in organizations. Along with the approaches, different methodologies of organizational research have influenced this line of study.

There are four main approaches to organizational communication. Normative studies that seek out regularities and generalizations in organizations, which are heavily dependent on theory. Normative studies include three styles of covering laws, systems theory, and communication skills. Interpretive studies emphasize the metaphor of organizational culture as an individual experience and they are mostly qualitative and less dependent on theory. Critical approaches focus on ideological critiques of organizational structures. The fourth approach is the dialogic approach, which is the subject of study at this level.

Process of Organizational Socialization/Assimilation

Socialization and assimilation into an organization involves different stages of entering, becoming a part of the organization, and feeling the satisfaction of being a member. Processes of vocational anticipatory socialization and organizational entry/assimilation can help us to understand organizational assimilation. Vocational anticipatory socialization (VAS) is defined as the beliefs or expectations of how an organization should work. The main sources of VAS are family, peers, educational institutions, media, and part-times jobs. Organizational assimilation is the process of becoming integrated into an organization. It contains the three stages of having knowledge about the organization before entering, encountering the organization, and transforming into a member.

Organizational Identity and Culture

Organizational identity is one of the most prominent manifestations of identity formed by both internal and external factors related to being a member of an organization. Six major factors in three main contexts of corporate, non-profit, and education have been studied in previous research, which have shown that higher identification is generally correlated with higher commitment and loyalty. Organization culture is not an easy notion to describe due to ambiguity in the notion of culture itself. However, it is mostly understood as the shared constructed meaning among members of an organization through different forms of narration. Organizational culture defines the laws and conventions within an organization. The cultural artifacts are manifestations of organization culture. Organizational culture is interrelated with organizational identity and mutually constructed.

Organizational Dissent

Organizational dissent is the expression of disagreement or dissatisfaction in an organization. It can take three forms: articulated (upward), latent (to colleagues), and displaced (outside of workplace). Organizational dissent has been studied widely in relation to other communication variables such as argumentativeness and workplace freedom of speech.