7.2 Organizational Culture and Communication
4 min read•august 15, 2024
shapes how people communicate within a company. It's like the invisible glue that holds everyone together, influencing how they talk, act, and work. Understanding this connection is key to grasping how organizations function.
Communication is the lifeblood of organizational culture. It's how values and norms are shared, reinforced, and sometimes changed. From formal memos to casual chats, every interaction plays a part in building and maintaining the company's unique identity.
Organizational Culture and Communication
Definition and Relationship
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- Organizational culture refers to the , beliefs, assumptions, and norms that shape behavior and communication within an organization
- Organizational culture is reflected in artifacts (visible structures and processes), espoused values (stated strategies and philosophies), and basic underlying assumptions (unconscious perceptions and beliefs)
- Communication practices, such as language use, storytelling, and rituals, both reflect and reinforce organizational culture
- The relationship between organizational culture and communication is reciprocal, with each influencing and shaping the other over time
Examples of Organizational Culture and Communication
- A company that values innovation may encourage open communication, brainstorming sessions, and a flat organizational structure (Google, Apple)
- An organization with a hierarchical culture may have more formal and a clear chain of command (military, government agencies)
- Rituals such as annual retreats, team-building activities, and holiday celebrations can reinforce organizational culture and foster a sense of belonging among employees
- The use of specific jargon or acronyms within an organization can reflect its culture and create a shared language among employees
Culture's Influence on Behavior
Employee Behavior and Communication Styles
- Organizational culture sets expectations for appropriate employee behavior and communication styles, which can vary across different organizational contexts
- A strong organizational culture can lead to increased employee commitment, loyalty, and job satisfaction, as well as more consistent communication patterns
- Subcultures within an organization may develop their own distinct communication norms and practices, which can differ from the dominant organizational culture
- Organizational culture can influence the degree of formality, hierarchy, and openness in communication among employees and between employees and management
Examples of Culture's Influence on Behavior
- A startup with a casual, flat organizational structure may encourage informal communication and collaboration among employees (open office spaces, flexible work hours)
- A traditional, hierarchical organization may expect more formal communication and adherence to established protocols (addressing superiors by title, following a chain of command)
- A company with a customer-centric culture may prioritize clear, empathetic communication with clients and emphasize active listening skills among employees
- An organization with a safety-focused culture may have strict communication protocols and regular training sessions to ensure compliance with safety standards
Communication's Role in Culture
Creating, Maintaining, and Transforming Culture
- Communication is the primary means through which organizational culture is created, shared, and perpetuated among members
- Leaders play a significant role in shaping organizational culture through their communication practices, such as the messages they send, the stories they tell, and the values they emphasize
- Formal communication channels, such as mission statements, policies, and training programs, help to maintain and reinforce organizational culture
- Informal communication, such as water cooler conversations and grapevine communication, can also contribute to the maintenance or transformation of organizational culture
Examples of Communication's Role in Culture
- A CEO who regularly communicates the company's mission and values through company-wide emails, videos, or town hall meetings can help reinforce the desired organizational culture
- An onboarding program that includes storytelling about the organization's history, successes, and challenges can help new employees understand and adopt the company culture
- Informal communication among employees, such as sharing experiences or discussing challenges, can contribute to the development of subcultures or the evolution of the dominant culture
- A initiative that involves clear, consistent communication about the reasons for change, the desired outcomes, and the role of employees in the process can help facilitate a cultural transformation
Cultural Diversity in Organizations
Challenges and Opportunities
- Cultural diversity within organizations can lead to a range of communication challenges and opportunities, as employees bring different values, beliefs, and communication styles to the workplace
- Cross-cultural communication competence is essential for effective interaction and collaboration among employees from diverse cultural backgrounds
- Organizations with a culture that values diversity and inclusion are more likely to foster open communication, mutual respect, and understanding among employees
- Cultural differences can influence preferences for direct versus indirect communication, high-context versus low-context communication, and individualistic versus collectivistic approaches to communication
Examples of Cultural Diversity in Organizations
- A multinational corporation may have employees from various countries and cultural backgrounds, requiring sensitivity to differences in communication styles and expectations (Coca-Cola, IBM)
- An organization with a diverse workforce may need to provide training on cross-cultural communication, unconscious bias, and inclusive language to promote effective collaboration
- A company that values diversity and inclusion may have employee resource groups or diversity councils to foster open communication and understanding among employees from different backgrounds
- A manager leading a multicultural team may need to adapt their communication style to accommodate different preferences for direct or indirect feedback, individual or group recognition, and task-oriented or relationship-oriented interactions
Key Terms to Review (19)
Berlo's SMCR Model: Berlo's SMCR Model is a communication framework that breaks down the process into four key components: Source, Message, Channel, and Receiver. This model emphasizes the importance of each element in effective communication and helps in understanding how messages are created, transmitted, and received. By analyzing each component, one can better comprehend the dynamics of communication, which connects to aspects like the nature of communication, historical development of theories, and the influence of technology on interaction.
Change Management: Change management is the systematic approach to dealing with the transition or transformation of an organization's goals, processes, or technologies. It involves planning, implementing, and monitoring changes in a way that minimizes resistance and maximizes engagement among employees. Effective change management is crucial for maintaining a positive organizational culture and ensuring successful communication throughout the change process.
Collectivism vs. Individualism: Collectivism and individualism are two contrasting cultural orientations that influence how individuals relate to groups and society. Collectivism emphasizes the importance of group goals, community, and interdependence, while individualism prioritizes personal freedom, self-reliance, and independence. These orientations can shape communication styles and organizational cultures, impacting teamwork, decision-making, and overall workplace dynamics.
Communication channels: Communication channels are the mediums through which information is transmitted between individuals or groups. These channels can include verbal and non-verbal forms, such as face-to-face conversations, emails, phone calls, social media, and written documents. The choice of communication channel can significantly impact how messages are perceived and understood within an organization, influencing its culture and overall effectiveness.
Downward communication: Downward communication refers to the flow of information from higher levels of an organization to lower levels, typically involving directives, feedback, and policy announcements. This type of communication is essential for conveying organizational goals, expectations, and instructions to employees, ensuring that everyone is aligned with the overall mission. It plays a crucial role in shaping the workplace environment and can significantly impact employee motivation and engagement.
Edgar Schein: Edgar Schein is a prominent organizational psychologist known for his work on organizational culture and its impact on communication within organizations. His theories emphasize that culture is a critical element that shapes the behavior, attitudes, and performance of individuals within an organization. Understanding Schein's model helps in analyzing how organizational culture affects communication processes, decision-making, and overall effectiveness.
Feedback mechanisms: Feedback mechanisms are processes through which individuals or groups provide responses, reactions, or information back to a sender regarding the effectiveness of their communication. These mechanisms are vital for refining communication within organizations, helping to establish clarity, improve relationships, and enhance overall performance. They can occur through various forms such as verbal comments, non-verbal cues, or written evaluations, making them essential for fostering a positive organizational culture and promoting open dialogue among team members.
Internal communication: Internal communication refers to the exchange of information and messages within an organization, facilitating the flow of information between employees, departments, and management. This type of communication plays a crucial role in shaping organizational culture, enhancing employee engagement, and promoting teamwork and collaboration among staff members. Effective internal communication fosters a sense of belonging and helps align employees with the organization's goals and values.
Karl Weick: Karl Weick is a prominent organizational theorist known for his work on sensemaking within organizations, particularly how individuals and groups make sense of complex environments. His theories emphasize that communication is fundamental in shaping organizational culture and understanding, as people interpret their experiences and create shared meanings through interactions.
Organizational climate: Organizational climate refers to the shared perceptions and attitudes of employees regarding their work environment, including policies, practices, and procedures within an organization. It influences how employees feel about their workplace and can affect their motivation, satisfaction, and performance. A positive organizational climate fosters open communication, trust, and collaboration, which are crucial when addressing conflicts and shaping the overall culture of an organization.
Organizational culture: Organizational culture refers to the shared values, beliefs, and practices that shape the behavior and mindset of members within an organization. It influences how employees interact with each other and how they communicate with external stakeholders. The culture can foster an environment of collaboration or competition, which impacts both formal and informal communication networks as well as overall organizational effectiveness.
Organizational socialization: Organizational socialization is the process through which individuals learn and adapt to the values, norms, and behaviors necessary to function effectively within an organization. This process helps new members integrate into the organizational culture, shaping their understanding of the workplace dynamics and their role within it. Effective organizational socialization is crucial for employee retention, job satisfaction, and overall organizational success.
Power Distance: Power distance refers to the extent to which less powerful members of a society accept and expect that power is distributed unequally. It highlights how different cultures perceive authority and hierarchical relationships, influencing communication styles, organizational structures, and social interactions. In cultures with high power distance, there is a greater acceptance of unequal power distribution, which can create barriers in communication and affect organizational culture significantly.
Sensemaking: Sensemaking is the process through which individuals and groups interpret and understand their experiences, particularly in complex or ambiguous situations. It involves creating meaning and coherence from disparate pieces of information, enabling people to navigate their environments effectively. This process is crucial in organizational settings where communication plays a key role in shaping culture and guiding decision-making.
Shannon-Weaver Model: The Shannon-Weaver Model is a foundational framework for understanding communication, developed by Claude Shannon and Warren Weaver in the 1940s. It describes the process of transmitting information from a sender to a receiver through a series of steps, emphasizing the roles of encoding, transmission, and decoding. This model highlights how noise can interfere with effective communication, connecting various elements of the communication process and influencing the clarity of messages.
Shared values: Shared values refer to the core beliefs and principles that are commonly held by members of an organization, guiding their behavior and decision-making processes. These values create a sense of unity and identity among individuals within the organization, influencing how they communicate and collaborate. When shared values are clearly defined and embraced, they can enhance organizational culture, foster teamwork, and drive collective success.
Team building: Team building refers to the process of developing a cohesive and effective group of individuals who work together towards common goals. This process is crucial in fostering collaboration, enhancing communication, and creating a positive organizational culture. When team building is prioritized, it helps to improve morale, boost productivity, and promote a sense of belonging among team members.
Transactional leadership: Transactional leadership is a style of leadership focused on the exchange between leaders and followers, where compliance and performance are rewarded and deviations from the expected behavior are corrected. This type of leadership emphasizes clear structures, roles, and responsibilities, which creates a predictable and efficient work environment. The effectiveness of transactional leadership often relies on established organizational culture and communication practices that facilitate clear expectations and accountability.
Transformational leadership: Transformational leadership is a style of leadership where leaders inspire and motivate their followers to achieve exceptional outcomes and, in the process, develop their own leadership capacity. This approach fosters an environment of change and innovation by encouraging team members to transcend their self-interests for the greater good of the organization or group. Leaders who practice this style focus on the development of their followers and emphasize collaboration and vision, making it relevant across different settings, including small groups, organizational culture, and broader communication dynamics.