Organizing involves bridging diverse perspectives. This statement means that organizing is the process through which differences are resolved and people’s points of views are reconciled for the common objective to be met. This idea is closely related to the concept of communication at work. This is because proper communication of the objectives and strategy is part of organizing. Proper communication is important for the meeting of the minds and for conflict resolution.
Organizational communication is highly situated and perishable. This means that it responds and adapts to changes. For organizational communication to be effective, it must respond to the constantly changing organization and nature of work. In addition to this, organizational communication must take into account the existing diverse world views, cultures, identities and personalities. Informed questions should be asked regarding the organization while understanding that the answers are bound to change with time. This is why there are no hard rules for effective communication (Eisenberg, 2013).
It is more important to learn how to ask good questions rather than to set answers regarding communication in organizations because answers change. Answers depend on so many changeable factors in an organization. This is because the manner of communication is dictated by the prevailing circumstances. On the other hand, questions are unchangeable. The same questions may be asked in different circumstances (Eisenberg, 2013).
Attitudes about work have been greatly influenced by the global economy, changing practices in management, and information technology. For example, one crisis affects the whole world. This is because different money systems are linked together in the global economy. A terrorist attack is widely publicized through information technology tools and it affects investor activity in a given region or company. New management methods and new forms of companies affect the state of communities and affect capitalist societies.
The urgent organization and competition result from the new trend of expeditiously moving goods and services from the producer to the market. This concept is evident today in the highly turbulent business climate where smaller companies with a greater entrepreneurial edge outdo larger companies and where the larger companies rely on their reputation and money to defeat the competition (Eisenberg, 2013). The concept of the urgent organization is dependent on prevailing market prices and speed and efficiency in making transactions are crucial.
The new social contract is the situation whereby employees are rewarded for their dedication to continued learning and the quest for new information rather than for their acceptable performance or good behavior (Kochan & Shulman, 2007). This trend has been occasioned by the decline of the trust and loyalty between employees and their employers. This decline in trust is evidenced by the fact that CEOs, CFOs and top management officials are increasingly being investigated for criminal acts.
Studying organizational communication has benefits that do not depend on the field or career path that one chooses. This is because it enables the individual to understand almost all human processes that take place within an organization. Secondly, one learns communication skills that one should possess before joining any type of organization. Thirdly, communication may start one down the path of becoming a communication professional. The input of communication professionals is applicable across a wide range of organizations. Fourthly, communication is an integral part of every organization. This is because it aids in the accomplishment of desired outcomes, conflict settlement, customer satisfaction, provision of feedback, appraisal etc.
References
Eisenberg, E. M. (2013). Organizational communication: balancing creativity and constraint. S.l.: Bedford Books St Martin’s.
Kochan, T., & Shulman, B. (2007). A New Social Contract Restoring Dignity and Balance to the Economy. EPI Briefing Paper, 21(142), 1-13.
