Theories of Organizational Communication

Bullis, C. A. (1993). Organizational socialization research: Enabling, constraining, and shifting perspectives. Communication Monographs, 35, 181-186.

Geertz, C. (1973). The interpretation of cultures. New York: Basic Books.

Pacanowsky, M. E., & O’Donnell-Trujillo, N. (1983). Organizational communication as cultural performance. Communication Monographs, 50, 127-147.

Cultural Approach to Organizations – Geertz and Pacanowsky

There is no “one correct way” to communicate in organizational settings. Organizational communication occurs within each company’s cultural context, where communicative and socio-relational dynamics differ in sometimes striking, sometimes subtle ways.

An organization does not have a culture, it is a culture—a unique system of shared meanings. A nonintrusive ethnographic approach interprets stories, rites, and other symbolism to make sense of corporate culture. (Socio-cultural tradition)

Communication is the process by which an organization’s culture is created and sustained. Rituals, stories, and internal practices within organizations are symbolic expressions of the underlying culture andrequire careful and extensive interpretation.

Applying an outsider’s objectivity, communication researchers (ethnographers) produce a “thick description” to analyze and interpret the culture of an organization. In-group members may be unaware of specific cultural influences that an outsider such as an ethnographer can perceive and interpret with greater clarity. Griffin refers to such a corporate observer as one part scientist, one part drama critic.

Tenets / Clarification
Metaphors may capture the essence of an organization or depict essential aspects of its culture. / Metaphors symbolically express a complex process, social climate, value, or system (e.g., we’re a big happy family, welcome to the battle zone).
Frequently repeated stories and anecdotes can provide clues about subtle aspects of an organization’s culture. / Corporate, personal, and collegial stories reinforce company policy and define the ways personnel are viewed within the organization.
Corporate rituals often exemplify an organization’s history and values. / More than just “the way we do things here,” rituals reveal the historical, philosophical, or moral grounding of organizational culture.

This theory is evaluated on the next page.

To what extent does the cultural approach meet the criteria for a good interpretive theory?

  • Does it lead to a deeper understanding of people?This theory helps us to recognize the prevailing culture in an organization, by sensitizing us to the significance of symbolic expressions such as stories and rituals.
  • Is it values-based or bring values into the open? An underlying value of ethnographic research is to observe without interfering. Rather than serving as a means for cultural change, this theory serves a descriptive function only. Assimilation is held to be normative behavior.
  • Does it have aesthetic appeal? Some thick descriptions are beautifully written, and therefore the findings of this theory can provide elegant depictions of cultural dynamics within an organization.
  • Has it generated a community of agreement? Between the 70s and 90s, the cultural approach dominated organizational theory. It received widespread acceptance and served as the foundation for a new way to think about organizational communication.
  • Does it contribute to communication competence?Competent communicators would do well to recognize and adapt to the culture of the organizations of which they are members.

Organizational Assimilation Theory – Frederic Jablin

Newcomers are expected to adapt to the corporate culture quickly and completely. Organizational assimilation theory (OAT) explains the function of communication in three successive stages of assimilation:

Entry--During interviews, the more realistic the applicant’s expectations, and the more accurate and reasonable the interviewer’s descriptions of the company, the more likely a newcomer will be to successfully assimilate into the organization.

Encounter—During the breaking-in period, the better the newcomer’s relationship with the supervisorand members of the immediate work group, the more successful the assimilation.

Metamorphosis—“The newcomer attempts to become an accepted, participating member of the organization by learning new attitudes and behaviors or modifying existing ones to be consistent with the organization’s expectations” (Jablin, 1984).

Communicative Performances in Organizations – Pacanowsky O’Donnell-Trujillo

Members of an organization act out certain communicative performances while at work.

  • Ritual performances occur on a regular and recurring basis.
  • In passion performances members enthusiastically relate to others.
  • Social performances encourage cooperation through civility, politeness, and courtesy.
  • Members use political performancesas a means of influencing others.
  • Through enculturation performances, members socialize newcomers into the culture.