Organizational Communication-Exam 1 (TCU, Hinderaker)

Formal Org Communication

Planned, measured (carefully executed), intentionally executed

Commodification of Labor

Selling time, labor, and experience. This is why we pay by the hour.

Input, Transformation (Throughput), and Output of Energy

All open systems, both biological and social, exchange information and energy with their environments. This information and energy is taken into the system, transformed through various system processes, and put out as something different. -EX: The human body takes in food, liquid, and oxygen and through various biological processes transforms these into hear, action, and waste products.

Reverse Pay Membership

You pay to be a member -EX: A student paying to be at TCU

Deetz-"Organizations are Power Containers"

-Power functions inside that container...and is exerted on and from the container. -Inside the container there are constant power struggles.

Internal and Informal Org Communication

"Water-Cooler chats"

Selection

-Active decision to participate in rules and norms. -Make sense of environment, decide to participate by watching and communicating with others.

Retention

-Actively retain certain norms and behaviors, discarding others. -As we keep, and often reenact behaviors, they become norms, new members learn from watching, selecting, and retaining. -The system reproduces itself.

Structuration Theory (Anthony Giddens)

-Actors: Members of the Organization -Agency: Free will to decide how to behave, what rules to enact -Structures: Rules and resources used to do your job in the organization (Rules are written and unwritten, Resources = things like D2L or library at TCU that allow students to effectively do their jobs) -Praxis: Actual practice, the way things are done, often different than written (The way we do things PRODUCES new structures, or retains and strengthens old ones.) -Duality of Structure: Structures are both the PRODUCT and the RESOURCES that drive praxis.

Enactment

-Bring rules (written and unwritten) into existence by enacting them. -Rules and norms change. Develop, sometimes disappear if no one enacts them.

Things a Purist Studies

-Facts -Practices -Vocabulary -Rites and Rituals

What is an Organization?

-Must have more than a few members -Macro-level study -Rule Governed, have structures in place -Purpose/Goal -There for a reason -Must have a long-term goal -Hierarchy/Leadership

Theory of Organizing (Weick)

-Organizing as a verb-not organization as a noun. -Constantly in process of active organization: a) Enactment b) Selection c) Retention

Types of Organizations/Membership Types

-Paid Memberships -Reverse Pay Membership -Volunteer Membership -HRO (High Reliability Orgs.) -Totalistic Organizations

What Impacts did Fordism have on the Socioeconomic world?

-Provided stability to an economic and political system that was experiencing threats to its legitimacy.

Properties of System

1. Interdependence 2. Holism 3. Input, Transformation (Throughput), and Output of Energy 4. Negative Entropy 4. Homeostasis

The Four Principle of Scientific Management

1. Scientific Job Design 2. Scientific selection and training of individual workers 3. Cooperation between Management and Workers 4. Equal division of work between Management and workers.

Facts

A body of social knowledge, shared by members, that enables them to navigate the culture on a daily basis.

Hawthorne Studies

A famous series of experiments, conducted from 1924 to 1933 at the Western Electric Hawthorne plant in Cicero, Illinois, that established the importance of social relations in work; inspired decades of group and leadership research.

Critical Theory

A perspective that views the world as socially constructed through communication but sees underlying systems of power as shaping how this social construction process occurs. -Main purpose is to study power.

Cultural Purist

A root metaphor approach to organizations. Culture is not a thing an organization possesses; rather, an organization is a culture. A researcher approach to organizational culture.

Negative Entropy

A state that encounters entropy, or disorder. An open system saves off the entropy through adaptation to change and is hence negentropic.

Interdependence (System)

A system-biological or social- is made up of components that function, well, systematically. That is, a change in one component of the system can have an effect on the entire system. -Very similar to Organisms in Morgan's Metaphors

Cultural Pragmatist

A view of organizational cultural as a variable that can be manipulated to impact employee commitment and performance. Culture and organization are seen as separate. A managerial approach to organizational culture.

Volunteer Membership

Becoming a member through freely offering to take part in helping the greater good. -EX: Working at food banks

Ancient Economies

City-states organized around agriculture, with a developed political and civil system. In addition, the class structure consisted of male citizens, noncitizen women, and slaves, with slaves doing all the direct labor.

Internal Org Communication

Communication inside the organization-to employees or members -EX: Every week or so, we get emails and videos from Chancellor Boschini

External Org Communication

Communication outside the organization-not to members-to the public -EX: Communicating with the press

Organizational Inertia

Culture can push an organization in a certain direction that is hard to stop or change, often can't change direction (quickly or at all...).

Scientific Management

Development of the "one best way" to engage in a work process using the scientific principles established by Fredrick Taylor.

Scientific Job Design

Each element of the work task is designed according to scientific principles, thus replacing the old rule-of-thumb method of ordinary management.

Scientific Selection and Training of Individual Workers

Each worker is matches to the job for which he or she is best suited and then trained in the necessary skills. This differs from the ordinary system of management where workers chose their own work and trained themselves.

Paid Memberships

Employer-Employee Memberships -EX: A teacher being paid to work at a university.

External and Formal Org Communication

Example: Advertising...The message is advertised to the public for all to see with prior plans of execution.

External and Informal Org Communication

Example: People tweeting madly about their job "this is the worst job ever"...The statement was publicly announced on social media without much consideration.

Internal and Formal Org Communication

Example: The emails we are receiving from the university during the COVID-19 pandemic...The emails are sent within the TCU community and carefully planned and executed.

Tribal Economies

Featured a hunter-gatherer system of production, little division of labor, and no class system insofar as tribal property was communal.

Reversal of Status

Formerly powerful lose power to the formerly powerless in the organization...thus changing the culture.

Invisible Hand (Adam Smith)

How market forces are driven by the "invisible hand" that drives work and production. -EX: Facebook took over MySpace

4. Culture (Morgan's Metaphors)

How organizations function differently from others. Cultural practices differ from other organizations. -EX: Apple Markets themselves as a lifestyle/cultural brand.

Cooperation between Management and Workers

In order to ensure that all the work being done corresponds to scientific management principles, managers supply a supportive supervisory environment that provides workers with a sense of achievement.

Monetization

Introduction of currency, standardizes money and worth.

Theory of Y

McGregor's own philosophy of management, which treats workers as motivated, creative, engaging in self-direction, and enjoying work as much as play.

Theory of X

McGregor's term for the dominant management philosophy that sees workers as having an inherent dislike of work and needing to be corrected to be productive.

Capitalistic Economies

Most complex and most exploitative form of economy. Production shifted from the countryside to the town, and due to the passing of a series of "enclosure" laws that privatized common land for the exclusive use of the aristocracy, commoners were coercively removed from this land and forced to move to the developing cities, thus creating a large pool of wage labor for the new factories.

Morgan's Metaphors

Organizations are Like: -1. Machine -2. Organism -3. Brain -4. Culture -5. Political System -6. Psychic Prison -7. The Instrument of Domination

2. Organism (Morgan's Metaphors)

Organizations are living, changeable, can grow, have interdependent parts, depend on each other, while some parts are more important than the other. -EX: TCU has many different departments, all of the moving parts work together to make the TCU run properly.

High Reliability Organizations

Organizations in hazardous industries that maintain a high safety record over time. -EX: Being in the military, Air Traffic Control

3. Brain (Morgan's Metaphors)

Organizations like organisms, but have learning ability. -EX: How organizations learn from their mistakes and fix those mistakes.

Totalistic Organizations

Organizations that are consuming of the member's time/life. -EX: Churches, Residential Firefighters (those that live in the fire station)

7. The Instrument of Domination (Morgan's Metaphors)

Organizations that are out to control the marketplace or employees. -EX: Walmart destroys mom and pop companies because they can't handle the corporate powerhouses.

5. Political System (Morgan's Metaphors)

Organizations where you see conflict and hierarchy is important. if you don't see the conflict there is potential for it, handle business in political ways. Power dependent organizations-must identify where power lays and why. -EX:

6. Psychic Prison (Morgan's Metaphors)

People tie themselves to the organization because they feel trapped, or don't know any better. -EX: An employee feels like they can't leave because they are dependent on the organization for income.

Feudal Economies

Production was concentrated in agriculture, ownership was in the hands of an aristocratic class that had stewardship over the land, and the class system consisted of serfs who performed labor and the aristocrats who had rights over the serfs.

Commodification

Putting a monetary value to a non-tangible or tangible good.

Rites and Rituals

Regular, repeated organizational symbolic practices that create order and predictability in organization members' lives and produce a shared reality.

Practices

The everyday behavior that enables members to accomplish the process of organizing and enacts the organizational culture.

Homeostasis

The ability of an open system to maintain a steady state by adapting to changes in its environment.

Fordism

The dominant mode of production and organization in the 20th century, characterized by a hierarchical, bureaucratic, centralized decision-making system; deskilled labor; large economies of scale; standardization of products; and lifetime employment.

Hawthorne Effect

The primary finding of the Hawthorne studies, suggesting a casual connection between the psychological state of a worker and his or her productivity ("A happy worker is a productive worker").

Holism

The systems principle of nonsummativity-the whole is different from the sum of its parts. The elements of a system, functioning interdependently, cannot be aggregated; they can be understood only through their dynamic interaction.

Vocabulary

The use of specific jargon that is exclusive to members of a culture and functions as a badge of identification, distinguishing members from other cultures.

1. Machine (Morgan's Metaphors)

These organizations can replace parts easily, each has a specific function and are very mechanical. The employees are the replaceable parts. -EX: Meat packing plants, Fast food jobs

Equal Division of Work between Management and Workers

Under this principle, management assumes the responsibility for scientifically designing tasks and planning ahead. Under the old system, workers were responsible for both the planning and labor work. Under the new system, managers develop the laws and formulas necessary to design and plan tasks scientifically.

Progression of Economies (Marx)

Tribal-> Ancient-> Feudal-> Capitalist

Informal Org Communication

Unplanned-not shared necessarily with entire internal/externa; audience -EX: Two members of a community conversing