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Reflection Paper

This document provides a summary of chapters 1-5 of a book on organizational communication. It discusses different definitions of communication and how there is no universal agreement. It defines organizational communication as communication that happens within organizational structures. It describes different models of communication including linear, interactive, and transactional models. It emphasizes that communication is a collective process for creating shared meanings and that dialogue is important for finding common ground in organizations. Effective organizational communication requires seeing connections between people and issues and understanding new technologies.

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Emuejevoke Salvage
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100 views2 pages

Reflection Paper

This document provides a summary of chapters 1-5 of a book on organizational communication. It discusses different definitions of communication and how there is no universal agreement. It defines organizational communication as communication that happens within organizational structures. It describes different models of communication including linear, interactive, and transactional models. It emphasizes that communication is a collective process for creating shared meanings and that dialogue is important for finding common ground in organizations. Effective organizational communication requires seeing connections between people and issues and understanding new technologies.

Uploaded by

Emuejevoke Salvage
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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SYNOPSIS OF CHAPTER ONE TO FIVE

Communication has been written about for over 25 centuries. However, there is no agreement on
how it should be defined. In 1972, Frank Dance and Carl Larson found 126 definitions of
communication and more has been added since then. Of the number of definitions given, the one I
prefer is the one given by Frank Hartman. He defined communication as the control of behavior
through descriptive and reinforcing stimuli. This however does not imply that the other definitions
given are wrong. Each definition focus on a different part of the phenomenon of communication.
However, communication goes beyond the mere transfer of information. It is the fundamental process
that shapes our social reality. It is a complex process of continually creating and negotiating the
meanings and interpretations that shape our lives. An organization on the other hand is a stable
system of persons who have agreed to work together to achieve a common goal each having a role
to play towards the achievement of the desired or set goals. (Schein) What then is organizational
communication? Communication is said to be “organizational” when it happens within structures
called organizations. An organization is essentially an ongoing collection of interactions, decisions,
messages, interpretations, symbols, images, negotiations, agreements, contracts relationships, and
so forth.
Communication is a collective endeavor, a direct result of which is human creativity.
Communication is a powerful regulator of action. Through it we can persuade, dissuade, anger, hurt,
comfort, soothe, entertain, or bore one another. We can even control our own actions with it. We have
several different models to help us understand what communication is and how it works. The first is
the linear model that views communication as a one-directional transmission of information from a
source or sender to some destination or receiver. Interactive models view the sender and the receiver
as responsible for the effectiveness of the communication. A major difference between the linear and
interactive models is a heightened focus on feedback. The transactional models differ from the
interactional models in that the transactional models demonstrate that individuals are often acting as
both the sender and receiver simultaneously. A key principle of communication is that we cannot
avoid communicating. It is irreversible, it involves choices of right and wrong, meaning lies in people,
and communication develops and sustains relationships.
The importance of dialogue in an organization cannot be overemphasized. It is the “soul” of
every meaningful discourse in any organization. Dialogue is not a debate. It is about learning that
others have a piece of the answer. It aims at collaborating with others for a common ground. It is
about listening to understand in order to find basis for agreement where new possibilities and
opportunities are brought to fore.
All organizations are structured. There are an infinite number of ways an organization can be
structured. In the bureaucratic structure, communication follows an established chain of command.
However, scientific management focuses on improving organizations by reforming workers task
efficiency and reward. Some keys to effective organizational communication in a complex and
changing world include: seeing connections, taking advantage of new ideas and different skills and
understanding the crucial role of information and communication technology.

REFLECTIVE PAPER ON ORGANIZATIONAL COMMUNICATION

From a study of organizational communication, my knowledge of communication and the crucial role
it plays in our society an organizations has been enhanced. One of the intriguing aspect of the course
to me is models of communication. The effectiveness of communication relies on what model is used.
I have come to see that for my communication to be effective and productive, it should be
transactional.
I will like to use the organization in which I did my one year internship as a case study. The
model of communication in effect there was the linear model. I have observed that when
communication flows only in one direction-without the opportunity for staff to share their input and
feedback-employees quickly feel disconnected, and demotivated. This communication problem, in
turn, negatively impacts employee productivity. In addition I also observed that one-way
communication makes way for misunderstandings and errors. Employees may not fully understand or
have the opportunity to clarify the information communicated, wish often lead to delays, mistakes, and
even accidents.
As a solution to above mentioned problem, the manager should not be the one to do all the
talking. Communication is a collective activity. He should build a two-way communication relationship
with his team and show that he values input through regular check-ins, feedback sessions and
surveys. As the manager, he should actively listen to employees concerns and take appropriate
action where necessary.
Fostering a culture of open communication and transparency will help to build trust and create
an environment where each employee feels comfortable expressing their ideas, asking questions,
making suggestions, and raising concerns.

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