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15 Cards in this Set
- Front
- Back
What can you do with a degree in organizational?
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With a Bachelors in Organizational Comm:
- You can be a manager - Leader in any business, government, or non-profit setting - Event planning -Public Relations - pretty much org. comm=interest=JOB With a masters in Org. Comm: - you can be a program/division manager -executive, entrepreneur, consultant, community college teacher With a PHD in Org. Comm: - consultant professor |
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Organizational Communication
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What she had to say:
- It is a complex hybrid of other forms of communication combined, such as: intercultural, family, interpersonal, rhetorical comm are all within org. comm Org comm is both theoretical and practical: - it is important to know the theories so you can apply them in real life. It consists of: - transactional communication- simultaneous exchanges - task orientation -relationship building -coordination of purpose -control for efficiency and effectiveness The Book says that there are three key features to org. comm: - structures -communication networks (informal and formal) - links to external environments ( what contexts are orgs embedded into) |
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Structures
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She says:
- that structures are divisions into departments and hierarchies that go up and down and <-- and --> The book defines structures as: - these organize relationships and interaction between members of an org through hierarchies. - there are 4 kinds of structures within an org: - roles: responsibilities and behaviors expected of people becuase they are ties with specific positions. - Rules: which consist of constitutive and regulative rules. C- defines what kind of communication means what while R- regualtes what kind of communication can happen between what people, at what times, and what is appropriate - communication networks: which are informal and formal links memberes of an org together through interaction and relationships - policies: are formal statements of practices that reflect and uphold the overall culture of an org. |
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Processes
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-Processes go hand in hand with structures in terms of the chain of command.
- Processes are ways of getting things done in the work place ( they consist of steps and decision making) - processes are formal means of communicating |
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Networks
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she defines networks as the way we really talk to one another in organizations
- "normalizing process" - They are formal and informal linkages between individuals and groups in an org - Groups: there are workgroups and cliques - Individuals: some individuals serve as liasons, some as bridges The book says: - comm networks are a key role in how cultures express and reinforce their culture. - formal networks are displayed in job descriptions and org. chart which shows who communicates with who - these go upwards (subordinates to superiors_ - and downwards (superiors to subordinates) - informal networks could be things such as carpools, nearby business partners, friendships between co-workers - grapevine communication happens within informal networks |
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Liasons
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- Are individuals that serve as links between groups.
- say you are an athlete and in a band. then you would be a liason between these two groups |
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Bridges
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..... individuals can serve as bridges to help members of an org get to somewhere they need to be?
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Gossip vs. Rumors
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GOSSIP:
- consists of personal information about a person being spread - THESE TEND NOT TO BE TRUE RUMORS: - this is information being spread about how things are getting done in a company - THESE TEND TO BE TRUE -gossip and rumors are effective and efficient means of communicating - gossip tends to be perceptions while rumors tend to be realities |
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Organizational Culture
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- These are the stories, rituals and practices of an org. that create symbolism and meaning for members
- these create " the personality" of a company - they create a spiderweb that enables and contains us The book says that org. culture: - consists of ways of thinking, acting, and understanding work that are shared by members of an org. and that reflects an orgs. identity - as employees interact, they create, sustain and sometimes change an orgs. culture. |
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Culture (nested)
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- what is meant by this is that small cultures link to larger cultures that they are embedded in
- functional: formal - interpretive: informal |
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Indicators of Culture
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there are seven indicators of culture in an org, but the book only addresses four of:
- language/vocab -metaphors - stories: - rites and rituals * attire |
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Indicators of Culture (Vocab/language)
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- the language of an org. reflect and expresses its history, norms, values, and identity
there is hierarchical language: - which is vocab that designates status: like yes sir - there is also unequal address- which communicates rank: for example if you are higher up you might be abke to call the CEO by his first name |
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Indicators of Culture (Stories)
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stories are shared in org to help sustain and creat the orgs cultures.
corporate stories: - convey the values, styles, and history of an org. - we tell these to new members of an org in order to socialize them into the org and for them to see the orgs ideology Personal stories: - these are stories told by members of an org themselves - personal stories are accounts that announce how members see themselves and how they want to be seen by others collegial stories: - these stories offer accounts of other members of the org. - they are told by co-workers to forewarn others about what we can and cannot expect from others in an org. - part of the informal network |
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Indicators of Culture (metaphors)
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each org. has some kind of an metaphor that org works by.
for example: westerns is: active minds changing lives - hers when working at red lion was they had to take care of their "pride" |
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indicators of culture ( rites and rituals)
** attire is also an idicator. |
rites and rituals are verbal and and non-verbal practices that express and reproduce org. cultures and its identity
Rites: - are dramatic and planned sets of activities that bring together cultural ideology in a single event -rites of passages: marks members ships like promotions - rites of intergrations: affirms sense of community, so things like company picnics - blaming rites: firings, demotions -enhancement rites: praises individuals and teams that embody the orgs goals and self images -renewal rites: aims to revitalize and update ors, like training workshops, seminars, retreats - conflict resolutions rites: are standard methods of dealing with differences among members Rituals: - are forms of comm that occur regularly and members perceive to be as familar and routine parts of org. life - these are repeated comm performances - there are personal, social, and task rituals - personal: is expressed to represent orgs identity -social: encourages social |