"Organizational communication addresses communicative practices and discourse processes among and between peers and between employees and leaders/managers" (140). This practice emphasizes on achieving a specific purpose through formal or informal communication. While there is many dimensions involved in this, I chose to dive into the ethics of this practice to analyze for this blog. On page 151, the three major approaches to applied to organizational communication are listening, attentiveness and negotiation.
Listening (151) - "An organizational communication ethic begins with attentiveness to what constitutes a given dwelling place".
In my previous workplace, I had a manager that refused to listen to any employees. When a problem emerged within the workplace, he retaliated with harsh comments and yelling.
Attentiveness (151) - "Attentiveness to the character of a given dwelling place and its manifestation of a given good that requires protection and promotion defines an organizational communication ethic that shapes self, Other, and responsiveness to the historical movement."
Since listening was not prevalent in my work atmosphere it snowballed into employees solving their own problems. This became a dilemma because when a problem occurred, employees would try to solve it with the customer by their self - which was not for the good of the company.
Negotiation (152) - "The organizational understanding of a dwelling place must be negotiated again and again. Negotiating reminds us of the consistency of change..."
Failure for the managers (who owned the restaurant) to incorporate change to enable better communication proves negotiation was not prevalent at the restaurant.
Basically, evaluating these dialogic ethics in organizational communication shows that my previous workplace failed to do this since communication was minimal between employees and managers.
Dialogic Ethics in organizational Communication is a great place to evaluate because communication in an organization definitely consists of Listening, Attentiveness, and Negotiation. A dwelling place is supposed to provide open lines of communication and it seems to me that your old boss definitely did not provide an engagement that is ethically sound for the employees. Ronald Arnett also mentions that, ‘”keeping a given dwelling place from declining from the irony of too much appreciation, on one hand, and constant and relentless criticism on the other”, is not the best foundation in an organization (Pg. 141). It concludes to be an unhealthy balance of communication.
ReplyDeleteThis rotates back to the first paragraph with open communication in all three dialogic elements that you mentioned. Those need to be addressed and not extremely to one side of critic or appreciation. A healthy balance is what will create a dwelling place that is appreciated and focused on all three elements of communication. In other words, each organization has to construct its own ideals for the company and employees and also how to imbed those ideals within the organizational mission.