Theory Of Communication Rhetorical Analysis
THEORIES OF COMMUNICATION (304)
organisations can be seen as multi-headed hydra with many heads speaking simultaneously to different internal and external audiences, sometimes causing problems on agreement, remaining on message and can lead to contradictions of information if organisational communication isn’t coordinated properly. Information is usually communicated through stories
Different theories attempt to map out the terrain of communication within organisations.
Organisational behaviour (OB) theory holds the view that the flow of instructions from the top to the bottom of an organisation is supposed to ensure that employees do what management decides they should do. there are several different emphases contained within the organisational behaviour perspective, the first being:
- A cultural emphasis, in …show more content…
which communicating produces and shares common meanings and interpretations.
Theorists who place emphasis on the primacy of human relations emphasise the important of communication for a climate of openness, trust, commitment and collaboration.
- Looking at Organisational behaviour from the perspective of power, communication is understood to be a medium through which conflicts and struggles will be played out as a means to influence and recruit others to preferred views and interests (frank and brownell, 1989).
It isn’t assumed that your view will conform but rather it is assumed that they will not.
- A recently emerging theory on communication within organisations is ‘discourse theory’. Theorists in this field take the perspective that discursive communication informs our actions and decision making processes. For example, the discourse of human resource management allows you to ask certain questions, make assumptions about employees and so on, which are entirely different from those that would be triggered by taylors scientific management. Discourse is thus constitutive of the object one is talking about.
- Theorist morgan (1986) write of “images of organisations”, saying: if you think of organisations as machines instead of cultures, it makes a big difference when you try and understand them and act upon that understanding. Discourse thus significantly shapes our organisational
reality.
- Sometimes, the words we use to try and describe a reality create the reality itself. For example, taylors naming of factory workers as ‘hands’ in the 1900s brings to mind images of a headless and heartless worker who is easily replaceable.
The human relations movement and Elton mayos emphasis on emotions and feelings at work fundamentally changed this. Our ways of speaking about workers morphs our method of management and our way of thinking about them.
An analysis of organisational discourse has brought to attention the reality that the language employed in the communication occurring in organisations shapes the organisational reality. for example, the firm 3M emphasises the importance of storytelling to organisational discourse and reality. Gordon Shaw, former executive director of planning and international business within 3M states: “storytelling allows you to create a shared vision of the future...the potential leverage in conceptualising, communicating and motivating through the use of strategic stories will define superior management in the future” (shaw, 2000: 194), leading to the conclusion that the language employed in communication is significant in shaping management and organisational outcomes and reality.
Individual organisation discourse and storytelling allows a company to differentiate itself from its competitors and creates a sense of community and belonging amongst internal and external audiences.
Everything an organisation does, internal and external, intentional and unintentional communicates meaning. The saying “one cannot not communicate” shows how non-interaction is a form of interaction.
ADD RESEARCH ON THEORIES
organisations can be seen as multi-headed hydra with many heads speaking simultaneously to different internal and external audiences, sometimes causing problems on agreement, remaining on message and can lead to contradictions of information if organisational communication isn’t coordinated properly. Information is usually communicated through stories
Different theories attempt to map out the terrain of communication within organisations.
Organisational behaviour (OB) theory holds the view that the flow of instructions from the top to the bottom of an organisation is supposed to ensure that employees do what management decides they should do. there are several different emphases contained within the organisational behaviour perspective, the first being:
- A cultural emphasis, in …show more content…
which communicating produces and shares common meanings and interpretations.
Theorists who place emphasis on the primacy of human relations emphasise the important of communication for a climate of openness, trust, commitment and collaboration.
- Looking at Organisational behaviour from the perspective of power, communication is understood to be a medium through which conflicts and struggles will be played out as a means to influence and recruit others to preferred views and interests (frank and brownell, 1989).
It isn’t assumed that your view will conform but rather it is assumed that they will not.
- A recently emerging theory on communication within organisations is ‘discourse theory’. Theorists in this field take the perspective that discursive communication informs our actions and decision making processes. For example, the discourse of human resource management allows you to ask certain questions, make assumptions about employees and so on, which are entirely different from those that would be triggered by taylors scientific management. Discourse is thus constitutive of the object one is talking about.
- Theorist morgan (1986) write of “images of organisations”, saying: if you think of organisations as machines instead of cultures, it makes a big difference when you try and understand them and act upon that understanding. Discourse thus significantly shapes our organisational
reality.
- Sometimes, the words we use to try and describe a reality create the reality itself. For example, taylors naming of factory workers as ‘hands’ in the 1900s brings to mind images of a headless and heartless worker who is easily replaceable.
The human relations movement and Elton mayos emphasis on emotions and feelings at work fundamentally changed this. Our ways of speaking about workers morphs our method of management and our way of thinking about them.
An analysis of organisational discourse has brought to attention the reality that the language employed in the communication occurring in organisations shapes the organisational reality. for example, the firm 3M emphasises the importance of storytelling to organisational discourse and reality. Gordon Shaw, former executive director of planning and international business within 3M states: “storytelling allows you to create a shared vision of the future...the potential leverage in conceptualising, communicating and motivating through the use of strategic stories will define superior management in the future” (shaw, 2000: 194), leading to the conclusion that the language employed in communication is significant in shaping management and organisational outcomes and reality.
Individual organisation discourse and storytelling allows a company to differentiate itself from its competitors and creates a sense of community and belonging amongst internal and external audiences.
Everything an organisation does, internal and external, intentional and unintentional communicates meaning. The saying “one cannot not communicate” shows how non-interaction is a form of interaction.
ADD RESEARCH ON THEORIES