Digital Key ConceptsManagement 102

Professor Estenson

Chapter TwoOrganizational Communication

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Key Concepts• Formal and Information Communication• Coordination of People and Groups

– Organizational Design

• Communication Style• Conflict Handling Styles

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Formal CommunFormal Communicationication

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Includes 3 types of communication Inside the organization. Includes 3 types of communication Inside the organization. . .. .

Downward UpwardHorizontal

Messages flow laterallylaterally between people of the same rank.

Messages flow upwardupward through the chain of command—i.e., from employee to boss.

Messages flow downwarddownward through the chain of command—i.e., from manager to employee.

Informal CommunicationInformal Communication This is commonly known as The Grapevine Indicates the health of the organization Adds to employee satisfaction & commitment

Indicates employee concerns

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Coordination of People and GroupsCoordination of People and GroupsMutual adjustment – horizontal communication

between peers who meet to make work decisions

Direct supervision – supervisors have the authority to organize and direct work

Standardization – specific written standards for tasks, output levels, skills and workplace norms

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Organization Models: Organization Models: Traditional (or Classical) ModelTraditional (or Classical) Model

• Scientific/Traditional– Taylor– Fayol– Max Weber

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Sta Organization Structure

•Scientific design of each task•Scientific selection of workers•Adequate training and rewards

Example:•Specific organizational structure

Human Relations ModelHuman Relations ModelPioneered by Elton Mayo and colleagues

between 1927 and 1932Based on conclusions of Hawthorne plant study

Workers in relaxed congenial work groups with supportive supervisors are more productive

Peer relationships significantly influences productivity

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Systems TheorySystems TheoryConcerned with the organization as a wholeAll types of communication and feedback

essentialOne person can affect the entire organizationUsed to build and maintain corporate culture

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Contingency TheoryContingency TheoryLeadership depends on three variables

Leader-follower relations (liked or not liked)

Position of power (powerful or weak)

Task structure (organized or not organized)

Task or traditional leadership best when

Manager well liked or is disliked

Tasks well-defined or is poorly defined Copyright Cengage © 2011 9

Transformational ModelTransformational Model

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Virtual Virtual MultiunitMultiunit

Communication Patterns• Top Down in Traditional and Scientific• Human Relations friendly, relaxed but still control

focused• Human Resources team orientation• Systems no single best way• Transformational up-down-informal and team

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