The term “critical approach” refers to a broad, interdisciplinary body of theory and research that conceives of organizations as dynamic sites of control and resistance. “Critical studies” covers several distinct yet related intellectual traditions, each of which examines the communicative practices through which control and resistance are produced, reproduced, and transformed in the process of
Postmodern approaches to organizational communication elude easy description. Broadly speaking, they are diverse forms of inquiry that challenge and reconstruct systems of power, identity, and representation. Since the 1980s, postmodern approaches, situated with reference to a larger critical tradition, have burgeoned in organizational communication studies. Under this rubric, many extant theories and methods in organizational
Organizational conflict is a frequent occurrence in most work settings. Whether rooted in interactions with co-workers, supervisors, or customers, conflict is an inevitable part of task and relational communication. Conflict refers to incompatibilities or perceptions of diametrically opposed goals and values that occur in the process of organizing. It includes disagreements about ideas, negotiations to
Advancing technology, global connectivity, and ethical lapses have resulted in an escalation in the frequency and intensity of organizational crises over the past two decades. Commensurate with the increase in crisis events, academic research in crisis communication has expanded, focusing predominantly on the role of communication in predicting, managing, and resolving crisis events. Definition Of
Organizational culture is the “set(s) of artifacts, values, and assumptions that emerge from the interactions of organizational members” (Keyton 2005, 1). These interactions create a social order or a communication construction of the organization. Thus, symbols, messages, and meaning create a continuous communication performance at work. This is why it is frequently stated that an
Organizational discourse is a burgeoning area of study featuring the role of discourse and communication in organizational dynamics. While its rhetorical and literary roots date back to the ancient Greeks, a more recent impetus has been the analysis of professional talk in institutional settings, beginning in the 1970s, and the role of slogans, creeds, jokes
Organizational ethics includes the consideration of a wide number of issues of rights, responsibilities, values, and proper conduct in contemporary organizations and in organizations’ relations to host societies. Conceptions and studies of organizational ethics have focused on both internal practices and social consequences and have been descriptive as well as normative. Unsurprisingly, questions of organizational
For organizational communication scholars, identification provides a key to understanding organizing practices, the individual–organization relationship, and the construction of selves. “Organizational identification” refers to the creation, maintenance, and modification of linkages between individuals and organizations, whereas “identity” refers to the conception of the self that defines the person’s position in the social order (Cheney 1983a;
Metaphors have played an important role in shaping the study of organizations and organizational communication since the 1980s. Various principles of metaphor have been used to conceptualize the abstract and complex domains of organizations and organizational communication; to imagine new constructs, theoretical insights, and perspectives; to analyze and understand organizational culture; and to facilitate organizational
Organizational structure is the set of formally stipulated rules and regulations that regulate and legitimate the organization’s work processes, communication, and other activities. An organization’s structure constrains interaction processes and biases the style and content of interaction; also, since organizational structure is the framework of any organization, it is the focus of discourse about organizational