Historical Perspectives on Organizational and Communication Models Based on Chapter 2, Goodall and...
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Transcript of Historical Perspectives on Organizational and Communication Models Based on Chapter 2, Goodall and...
Historical Perspectives on Organizational and Communication Models
Based on Chapter 2, Goodall and Goodall
Lynne Dahmen
COM 2301: Advanced Speech
Classical Management Practices
Two major movementsScientific Management (Taylor 1913)Bureaucracy (Weber 1946)
Top downDivides laborSeeks rules for performancePower in ManagementInflexible structure/hierarchy
Scientific Management (Taylor 1913)
Sought rules and scientific « laws » for work output
Undertook time/motion studiesManager’s role includes:
Plan the workOrganize tasksSet goalsCoordinate workControl workers
Bureaucratic Approach (Weber 1946)
Sought « standards of fairness »Divided labor for efficiencyRules governed performanceSeparation of personal and professional
livesLack of preferential treatment
Progress: The Human Relations Movement (1930’s-1950’s)
Hawthorne Studies (1930’s) Communication can improve productivity Employee’s feelings/attitudes affected output Flexibility and growth inspired productivity
Maslow’s Hierarchy of Needs (1940’s-1950’s) Lower order vs. Higher order needs Emphasis on motivation Higher needs met=more motivation=production Organizational learning
Change in Communication Models
Information Transfer
Model
Transactional Model
Today’s Approach: Systems Thinking
Awareness of interdependence of levels of organization
Need for communicated and shared/negotiated goals
Role of feedback in productivity Role of environment (within and outside of
company) Need for openness/flexibility in accomplishing
tasks
Modern Communication Models (Senge 1994)
Communication flows through networksDecisions making-contingent on situationOpen communication=healthy
communication environmentCompanies as Learning Organizations
Aspects of Organizational Culture
Communication habits and normsDressWorkspace organizationDécorBehaviorProcess oriented
Classical Approaches to Power in Organizations (French & Raven 1968)
RewardCoerciveReferentExpertLegitimate
Systems Approach to Power
Power based on knowledge or relationship abilities (savvy)
Power located in relationshipsExertion of influenct
Human Relations Approach to Power
Relation between manager and employee transactional
CooperativeSeeks feedback
Cultural Approach to Power
Power is located in strugglesOver vs. covert powerShared powerDemocratic
Power & Democracy (Deetz, 1995)
Concept of ‘ownership’ in companyResponsibility for self-managementInformation is powerSocial structure/power structure seen
from bottom up
Using Organizational Narratives
Organizational stories—circulate ‘how things are done’
Work-hate narratives—attempts to find equity or feel better (revenge??)
Narrative recovery—personal perspectives on organization
Organizational change—personal accounts of change
Types of Organizational Communication
Phatic (mindless) communicationOrdinary conversationSkilled/professional communicationPersonal narrativesDialogue
What is mindful communication?
With purpose and strategyAnalyzes situationActively thinks of communication optionsAdapts message to audience/situationEvaluates feedback (criteria for success)
When does it occur? (Motley 1992)
Conflicting message goalsPossible negative consequencesTime delays (often related to attempts to
discern meaning)Unique or problematic communication
situations
Describing a Learning Organization
Systems thinkingPersonal MasteryMental ModelsShared VisionTeam learning
Dialogue as Aspect of a Learning Organization
Recognizes power in feedback and com. systems
Fosters conscious communication Can respect difference Appreciates cultural experience Balances individual and group concerns Can relieve and reduce tension among
individuals and groups Rewards skilled communication on a regular
basis
Group Work
Read the scenario described on pages 59-60 in your book, about trying to integrate a new team member.
Review the theories of communication discussed in the chapter and in class and think about which theory might provide a positive model to try to ‘bring John on board’ so that he shares the team’s vision and can add to the group’s productivity.
Think about some suggestions and be prepared to discuss them with your group during the next class.
Each group will be asked to submit their findings for a group grade.