Organizational Communication and Classical Management

Discuss which approach or approaches to Organizational Communications seems most closely connected to the Classical approaches to management and discuss why this is so. Some answers to this question will be more correct than others.

There are four approaches to organizational communication, communication as information transfer, as transactional process, as strategic control, and as a balance for creativity and constraint. Communication as information transfer views communication as a metaphoric pipeline through which information flows from one person to another (Eisenberg, Goodall Jr., Tretheway 29). Communication as transactional process asserts that in actual communication, clear distinctions are not made between senders and receivers. Instead, people play both roles simultaneously (Eisenberg, Goodall Jr., Tretheway 30). The strategic control approach regards communication as a tool for controlling the environment. A concept called strategic ambiguity, describes how people can communicate unclearly but still accomplish their goals. Due to personal, relational, and political factors, perfect clarity among people is not always the main goal in interaction. Your communication is seen as having multiple goals. The final approach to Organizational Communication is communication as a balance of creativity and constraint. “Communication is the moment-to-moment working out of the tension between individuals creativity and organizational constraint” (Eisenberg, Goodall Jr., Tretheway 36).

Classical Management approaches are represented by a collection of theories that all represent the metaphor of organizations, which are modeled after efficient machines (Eisenberg, Goodall Jr., Tretheway 64). One form of management, called hierarchy refers to the vertical arrangement of power an communication that distinguishes managers from employees (Eisenberg, Goodall Jr., Tretheway 71). Another classical management approach is the development of scientific management. Management is a science based on clearly defined laws, rules and principles. Scientific management is best shown through straightforward tasks that require no flexibility and offer no opportunity for initiative (Eisenberg, Goodall Jr., Tretheway 75). The administrative theory developed by Henri Fayol, which is based on four categories: structure, power, reward, and attitude. He encouraged employee initiative and believed that supervisors should work hard to build positive employee morale (Eisenberg, Goodall Jr., Tretheway 76). The final aspect of classical management is the idea of bureaucracy. Under this system there is a fixed division of labor, hierarchy of offices, set of general rules that govern performances, rigid separation of personal life from work life, technical qualifications, and a view of employment as a career (Eisenberg, Goodall Jr., Tretheway 77).

The approaches to Organizational Communication that seem closely connected to the Classical approaches to management is the concept of communication as information transfer and idea of hierarchy. This Organizational Communication approach seems connected to hierarchy because both are a way in which information flows from one person to another. Managers are communicating to their subordinates and transferring their knowledge.

Productive Workers

After interviewing my dad, I found that many of his experiences matched the organizational theories we discussed in Chapter three. My dad works for a company called International Business Machines (IBM). There are numerous ways IBM tries to increase worker productivity.

IBM has divisions of labor which separate peoples tasks into distinct units. The business is laid out in a hierarchy system that is a “vertical arrangement of power and authority that distinguishes managers from employees,” (pg. 71). Each person knows his or her role in the company, which makes for a more productive atmosphere.

One of the main ways IBM promotes productivity and improves the quality of the workplace for workers is the organizational bureaucracy system they have in place. An example of the bureaucracy system is the IBM employee’s view of employment as a career path. IBM has a mentor system set up throughout each division of labor. If an employee is trying to move up through the corporate ladder, they can find a mentor who can guide them through that specific division of labor. This promotes productivity and motivation among workers.

IBM keeps order throughout the company and one of the ways their rules are upheld is through a company handbook, which can also be accessed online. These general rules that govern performances is also an aspect of bureaucracy.
For the last few years, my dad has been a part of the IBM spot awards. This is a reward system to promote a positive, productive atmosphere throughout the work place. A spot award is when someone in the company nominates a worker or manger for their outstanding performance. The recipient receives a monetary gift or can pick an object from certain websites. Gifts range from expensive watches, to leather jackets. The spot award system is effective because it promotes worker productivity and it offers people a way to do random acts of kindness.

The company also promotes family time. Each year, IBM rents out the Chicago zoo and allows free admission for all IBM workers and their families. There is a yearly picnic open to all family members of workers.

IBM proves that the bureaucracy system is positive and increases worker productivity. When a worker is rewarded for a job well done, they realize that people are taking note of their performance and it gives them an incentive to be productive. Another positive aspect of the company, which proves the strength in the bureaucracy system, is the separation of personal life from work life. Employees are given vacation time, and through yearly sponsored family events, it is obvious the company promotes the concept of family time. IBM tries to have a good human relations approach. The company works to “emphasize the interpersonal and social needs of the individual,” (pg. 82) by offering health club discounts and positions, that allow you to work from home. A negative aspect of IBM is that each year, numerous positions in the company are outsourced. The company searches for foreign employees because the wage labor is extra cheap.
Overall, I thought IBM was a positive company that tried to promote worker productivity.

Finding Your Passion

Growing up, I couldn’t wait for the day when I could wear a stylish business suit and head to work in a high rise business office in Chicago. Having business meetings and working with clients always seemed so glamorous. I have come to the realization though that things do not always seem the way they appear. As a woman, a career in a business field is not as exciting as I once thought. 

After reading the articles, “White-Collar Sweatshop” by Fraser and “Work in an Alienated Society,” by Fromm, living a stress free life in the work force seems impossible. Many times one’s quest to move up the business ladder consumes their entire life. You begin to change who you are as a person without even realizing it, because the need for power and money are so prevalent. As Fromm states, “In the process of work, that is, the molding and changing of nature outside of himself, man molds and changes himself.” If you are good at your job and get recognition, you only become more alienated in your work place because you begin to sell your marketable ability for a higher wage. “Work, instead of being an activity satisfying in itself and pleasurable, becomes a duty and an obsession,” Fromm. The more your work develops, the more anal and fixated you become in moving through the ranks of your company. We found a similar situation in the article “White-Collar Sweatshop,” with the story of Catherine, a woman who grew to never have time for herself or her family because she was always chasing the next promotion. With this sort of pressure, people grow to hate their job and are in a continuing downward spiral, without no way to get out.

I have been struggling with my career path for the past few years, and even though I am not in the work force yet, I find myself alienated. Since our society is focused around material possessions and wealth, we are finding more and more students pursuing careers in a particular field due to the potential wealth they will incur. I was falling into that same trap when I was studying the sciences hoping to become a dentist. Rather than following the concept of craft ideal, working on your passion with no ulterior motives, and controlling your own activities and actions, I was setting myself up for labor alienation by perusing a career only because it had the potential to make money. I was forcing myself into something, which would of left me in an unhappy career under bad conditions.

I have realized that if I want to have a happy work life in the future I need to follow the craft ideal. If I find and develop my passion, without an ulterior motive, I will reach my goals and be happy with my job because I am satisfying myself. This will result in me being more productive for the company I am working for. Rather than spending all your time on something that you do not enjoy, producing average results, find your passion and do great things with it.