midterm study guide (just vocabulary)

key influences on organizational communication

• four key aspects shaping today's world:

  1. globalization

  2. terrorism

  3. climate change,

  4. changing demographics

     • influence how organizations communicate and operate.

models of organizational communication

• two key models:

  • transmission model – views communication as a linear process of message delivery.

  • constitutive model – sees communication as shaping and creating meaning within organizations.

• s-m-c-r model (source-message-channel-receiver): describes how messages are transmitted and received.

• symbolic approach: focuses on identity creation and maintenance through corporate symbolism, language, and rituals.

historical and modern approaches to organizational communication

• historical approaches: classical management, human relations, human resources, systems, cultural, and critical approaches.

• modern perspectives: network analysis, feminist perspectives, postmodern critiques.

• critical & feminist approaches: prioritize marginalized voices, promote equity, and challenge existing power structures.

classical management theories

• key theorists:

  • frederick taylor (scientific management) – emphasizes efficiency and task optimization.

  • max weber (bureaucratic management) – focuses on hierarchy and formalized rules.

  • henri fayol (administrative management) – highlights principles like division of labor and centralized control.

• communication in classical organizations: follows hierarchical structures with top-down information flow.

• impact on modern workplaces: influences job design, structure, and reward systems.

human relations & human resources approaches

• human relations vs. human resources:

  • human relations: prioritizes employee morale and satisfaction.

  • human resources: sees employee involvement as essential for decision-making and productivity.

• communication in human relations organizations: emphasizes interpersonal relationships and employee well-being.

• communication in human resources organizations: integrates employee input into decision-making.

• addressing gaps in classical theories: human relations theories introduced motivation and social relationships.

motivation & organizational effectiveness

• emotional needs theory: highlights the role of emotions in workplace motivation and communication.

• peters & waterman (in search of excellence): emphasize rapid decision-making and responsiveness in successful organizations.

systems theory & organizational processes

• systems theory: describes organizations as interdependent and dynamic systems.

• input-throughput-output model: includes feedback and exchange processes to maintain equilibrium.

organizational culture

• prescriptive vs. descriptive approaches:

  • prescriptive: sees culture as something an organization has and can manage.

  • descriptive: sees culture as something an organization is and emerges naturally.

constitutive approaches to communication

• key idea: communication constructs social reality rather than just transmitting information.

• discourse analysis:

  • big-d discourse: broad societal narratives shaping organizational life.

  • little-d discourse: everyday communication within organizations.

• two primary schools of thought:

  • montreal school (cco theory): communication as organizing.

  • four flows model: outlines four key communication flows sustaining organizations.

critical & power-based theories

• theory of concertive control: employees regulate behavior through shared values and norms.

• critical theory concepts: power, ideology, and resistance in organizational communication.

• hegemony: dominance of one group’s ideology over others, shaping employee beliefs.

• power & ideology: interconnected forces reinforcing or challenging organizational structures.

decision-making & socialization in organizations

• socialization approach: organizational values and norms shape employee integration.

• rational decision-making approach: assumes logical, objective processes for optimal solutions.

• critical approach: focuses on power dynamics and social change in organizational communication.