MIDTERM STUDY GUIDE

contemporary challenges in organizational communication

1. globalization: refers to the increasing interconnectedness of economies, cultures, and markets worldwide. in organizational communication, this presents challenges such as:

   1. managing communication across different time zones and languages

   2. navigating cultural differences in workplace norms and expectations

   3. adapting to global competition and rapidly changing markets

2. terrorism: affects organizational communication by creating concerns about security, crisis management, and corporate responsibility. challenges include

   1. developing clear emergency communication protocols

   2. managing public relations and brand reputation in response to threats

   3. ensuring workplace safety while maintaining operational efficiency

3. climate change: impacts how organizations communicate their policies on sustainability, corporate responsibility, and environmental impact. key challenges include:

   1. addressing stakeholder concerns about sustainability practices

   2. adapting operations to comply with environmental regulations

   3. effectively communicating climate initiatives to employees and consumers

4. changing demographics: refers to shifts in the composition of the workforce and consumer base, including age, ethnicity, gender, and cultural background. challenges include:

   1. fostering inclusive workplace communication

   2. adapting to generational differences in communication styles (e.g., digital vs. face-to-face)

   3. ensuring messaging resonates with diverse audiences

models of organizational communication

• transmission model – communication as a one-way process. examples:

  • billboards

  • email marketing

  • podcast (without audience interaction)

• constitutive model – communication as a two-way process that creates and shapes organizational realities. examples:

  • team meetings

  • podcast with live q&a

  • classroom discussions

s-m-c-r model of communication

• source: sender (e.g., news reporter)

• message: the content (e.g., the news)

• channel: medium of delivery (e.g., television)

• receiver: audience (e.g., viewers watching the news)

seven ways of thinking about communication

1. rhetorical: the practical art of discourse

2. semiotic: intersubjective mediation by signs

3. phenomenological: experience of otherness; dialogue

4. cybernetic: information processing

5. sociopsychological: expression, interaction, and influence

6. sociocultural: (re)production of social order

7. critical: discursive reflection

historical & modern approaches to organizational communication

• historical approaches:

  1. classical

  2. bureaucratic

  3. human relations

  4. human resources

• modern perspectives:

  1. systems

  2. cultural

• critical & feminist approaches:

  • advocate for marginalized voices

  • promote equity and challenge power structures

classical approaches to organizational communication

key theories:

1. henri fayol – classical management theory

2. max weber – bureaucratic management

3. frederick taylor – scientific management

common principles of classical approaches:

• focus on efficiency, structure, and organization

• emphasize top-down hierarchy, clear roles, and standardized procedures

• assume workers are motivated by economic rewards

• believe organizations function best with strict rules and supervision

communication in classical organizations:

• content:

  • narrowly focused on tasks

  • social communication discouraged

• direction:

  • vertical (top-down) flow of information

• channel:

  • taylor & fayol: written communication (e.g., handbooks)

  • weber: importance of codified rules

• style:

  • formal, structured, and task-oriented

  • titles (mr./ms./mrs.), uniforms, strict workplace etiquette

classical management in today’s organizations

1. military organizations

2. manufacturing & service industries

3. non-profits

job design & rewards in modern organizations

• taylor’s principles applied today:

  1. computerized systems – efficiency through automation

  2. fitting jobs to individuals – assigning roles based on skill alignment

  3. financial incentives – money remains a key motivator for employees

• other classical principles in modern workplaces:

  1. standardized procedures – ensures consistency and efficiency (e.g., fast food industry)

  2. job specialization – enhances productivity (e.g., assembly line work)

  3. routinization of tasks – minimizes errors, speeds up processes (e.g., data entry)

  4. matching employees to tasks – increases job satisfaction and performance

  5. performance-based rewards – motivates employees through bonuses and raises

this version keeps everything structured while making it easier to review! let me know if you need any tweaks.

You said:

please combine the first study guide created and the second guide created

ChatGPT said:

here’s your fully combined and organized study guide, integrating both versions for clarity and depth:

organizational communication study guide

contemporary challenges in organizational communication

• globalization

• terrorism

• climate change

• changing demographics

these factors influence how organizations communicate, operate, and respond to societal shifts.

models of organizational communication

two key models:

• transmission model – communication as a one-way process. examples:

  • billboards

  • email marketing

  • podcast (without audience interaction)

• constitutive model – communication as a two-way process that creates and shapes organizational realities. examples:

  • team meetings

  • podcast with live q&a

  • classroom discussions

s-m-c-r model of communication:

• source (sender): news reporter

• message: the news

• channel: television

• receiver: viewers watching the news

symbolic approach to communication:

• focuses on how organizations create and maintain identities through corporate symbols, language, and rituals.

seven ways of thinking about communication

1. rhetorical: the practical art of discourse

2. semiotic: intersubjective mediation by signs

3. phenomenological: experience of otherness; dialogue

4. cybernetic: information processing

5. sociopsychological: expression, interaction, and influence

6. sociocultural: (re)production of social order

7. critical: discursive reflection

historical & modern approaches to organizational communication

historical approaches:

1. classical management

2. bureaucratic

3. human relations

4. human resources

modern perspectives:

1. systems – views organizations as interdependent and dynamic systems.

2. cultural – sees organizations as evolving through shared values and meanings.

3. network analysis – studies how communication flows through connections within organizations.

4. feminist perspectives – examines gendered power dynamics.

5. postmodern critiques – challenges assumptions about organizational structures and communication.

critical & feminist approaches:

• advocate for marginalized voices

• challenge power structures

• promote equity in organizations

classical approaches to organizational communication

key theories:

1. henri fayol – classical management theory

2. max weber – bureaucratic management

3. frederick taylor – scientific management

common principles of classical approaches:

• focus on efficiency, structure, and organization

• emphasize top-down hierarchy, clear roles, and standardized procedures

• assume workers are motivated by economic rewards

• believe organizations function best with strict rules and supervision

communication in classical organizations:

• content:

  • narrowly focused on tasks

  • social communication discouraged

• direction:

  • vertical (top-down) flow of information

• channel:

  • taylor & fayol: written communication (e.g., handbooks, instructions)

  • weber: importance of codified rules

• style:

  • formal, structured, and task-oriented

  • titles (mr./ms./mrs.), uniforms, strict workplace etiquette

classical management in today’s organizations:

1. military organizations

2. manufacturing & service industries

3. non-profits

job design & rewards in modern organizations:

• taylor’s principles applied today:

  1. computerized systems – efficiency through automation

  2. fitting jobs to individuals – assigning roles based on skill alignment

  3. financial incentives – money remains a key motivator for employees

• other classical principles in modern workplaces:

  1. standardized procedures – ensures consistency and efficiency (e.g., fast food industry)

  2. job specialization – enhances productivity (e.g., assembly line work)

  3. routinization of tasks – minimizes errors, speeds up processes (e.g., data entry)

  4. matching employees to tasks – increases job satisfaction and performance

  5. performance-based rewards – motivates employees through bonuses and raises

human relations & human resources approaches

human relations vs. human resources:

• human relations approach:

  • focuses on employee morale and satisfaction

  • emphasizes interpersonal relationships and well-being

• human resources approach:

  • sees employee involvement as essential for decision-making and productivity

  • actively integrates employee input into decision-making

addressing gaps in classical theories:

• human relations theories emerged to focus on motivation, satisfaction, and social relationships, rather than just structure and efficiency.

the role of emotions in the workplace:

• emotional needs theory: explains how emotions impact motivation, communication, and social bonds at work.

systems theory & organizational processes

• systems theory:

  • describes organizations as interdependent and dynamic systems.

  • changes in one part of the system affect the whole.

• input-throughput-output model:

  • includes feedback and exchange processes to maintain system equilibrium.

organizational culture

• prescriptive vs. descriptive approaches:

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

  • descriptive: culture is 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 practices 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 their own behavior through shared values and norms.

• critical theory concepts:

  • focuses on 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 how employees integrate into the workplace.

• rational decision-making approach:

  • assumes decisions are made through logical, objective processes for the best outcome.

• critical approach:

  • examines power dynamics and social change in organizational communication.