Adante COMM174 WEEK5: The Classical Theories of Organizational Communication PDF

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This is a worksheet on defining classical theories on organizational communication, the human relations theories that specialize in humanizing workers and their potentials, and human resources theories that upholds resource tapping and considering workers as vital to organization....

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ADANTE, BRITNEY P. BA-COMM III ORGANIZATIONAL COMMUNICATION-174 PROF. BELINDA ESPIRITU A. Activity 1 1.Determine how these classical perspectives are similar and dissimilar from each other. Create a chart or table to highlight these differences.

2. Discuss the pros and cons of utilizing each classical perspective in your current occupation and/ or your dream job. Is the classical perspective effective or ineffective? Why or why not? I envisioned myself to be working in a corporate environment that specializes in Marketing. CLASSICAL PERSPECTIVES

PROS

CONS

SCIENTIFIC MANAGEMENT THEORY

Working in a marketing agency means we have to be efficient and scientific management can force us to always look ahead to the deadline and work ahead of the competitors by systematizing approaches to finish tasks. This theory is also a pretext of the modern quote on “work smart;not hard”.

Losing human creativity in a workplace such as my future job means that work would become tedious in a short span because I see myself getting bored with jobs which are repetitive and the only goal is to achieve quota and not improve as a person.

BUREAUCRATIC THEORY

In a bureaucratic workplace, the tendency of me being hired would be high because I can specify what my capabilities and skills are. This way, I can be able to work on jobs that suit me and I can provide the best output expected from me by the company.

Having bureaucracy in a workplace means that workers need not worry about the unfinished work of others and focus on the work appointed to them. This system tends to delay achievement and productivity because others cannot be able to touch on other’s tasks and marketing jobs should not be delayed or else the company would lose networks and opportunities.

THEORY MANAGEMENT

The idea of having a unified goal inside the organization is very beneficial to my future job. Marketing professionals should be able to satisfy their clients’ niche and this could only happen if the marketing team works as one.

This theory, however, is very authoritative and authorities only come from managers and other high-ranking officers. I believe that in the coming years, managers should not be merely authorities but leaders. Workers need empathy and emotional attachment to their works and this will not be attained if the workplace is suffocating, or any other, with

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compelling commands. B. Activity 2 1. Discuss the advantages and disadvantages of the human relations Approach. The human relations approach is intended to highlight how relationships provide a pedestal to improve an organization. This approach focuses mainly on altering unitary communication to multi-directional, which includes messages coming from workers. That is why this intent is advantageous. Drawn from Mayo and Roethlisberger's study, workers act on emotion rather than rationality. With this finding, emotions can benefit the organization if expressed and established in a well-defined environment. When workers feel vital to the organization, they can develop attachment to their works, leading to productivity. Additionally, the role of the managers to be proactive leaders was also highlighted, and that they are expected to listen to their workers on company decision making. In summary, this setup would diminish workers' grievances and detachment. However, the downside of this approach is that it only considers workers as intrinsically good, and their emotions would not impact how they want to perform their roles. Naturally, men tend to override freedom and attention to their advantage, and this harmful application of freedom would deteriorate the organization's end goal. 2. Discuss how group dynamics impact behavior outcomes. Is this true From your experience? How so? In the Bank Wiring Observation Study, Mayo and Roethlisberger's study concluded that workers unintentionally create the non-verbal form of relationship and work norms in an organization. This informal organization is brought about by one worker who could not perform well compared to what is expected. This phenomenon affected all other workers who identify themselves as subordinate to this specific worker. This is an example of group dynamics impacting behavior outcomes. Some uncommunicated tension is building constraints to others to perform their tasks. In my personal experience, I naturally identify myself if I can be a leader or a follower in an organization due to matters like seniority and ability. If I consider myself a leader, I always act to be the bigger person, and communication has always been my tool to succeed. I opened up matters that positively or negatively affect the organization's behavior to minimize misconceptions and unwanted influence. As a leader, your follower expects you to take the lead and not just let them do all the tasks needed. You need to be present all the time. Furthermore, it includes emotional presence. On the other hand, if I consider myself a follower in the organization, I always look up to my leader/s. And if they possess negative work ethics, it manifests in the performance I could do. I would feel less motivated and constrained rather than valued.

3. Do you believe that group dynamics are essential in an organization? Can you provide some specific examples? Yes,group dynamics is an indicator of the type of organizational management being implemented. When there is good group dynamics, each individual in the organization can satisfy the organization through his or her work performance. Working towards a common goal would be tedious and risky because each member has unique qualities and unique skills. However, when everyone can match each other's uniqueness to build influential group forces, creativity, productivity, and unity will be observed. For example, in a marketing group, this industry requires individuals who specialize in graphics, research, advertising, manager, and other needed skills. With these different types of individuals working towards the same goal clarity, group dynamics will define the final output produced. This group dynamics is limited to productivity and resolving conflicts, open communication, and reward and accountability systems inside the organization.

C. Activity 3 1. What do you think are the essential characteristics between human relations and human resources? Which do you prefer? Why? Both the human relations and human resources actualized the importance of the workforce and workers' participation in the organization. These two systems of management theories diverge from the classical perspective of workers as mere workers and no other value but to produce output. Human relations and human resources also elevated the role of communication among hierarchical management, especially in decision making and resource tapping. These ideas tend to moralize the work environment in order to create the best workers and best outputs. Furthermore, In my opinion, I prefer human resources theories because they adapt to the changing epoch of organizations. Workers nowadays want motivation and autonomy over their work to extract their creativity without being compelled to be creative. The gaps between workers and managers are also modified during decision-making. Workers are given a chance to communicate how they want the decision to happen while still considering others. Rewards and motivations are also the top priorities of these human resources theories, which benefit workers. 2. Which motivation theory is more applicable in the workplace? Why? Posited from the theories laid out in the book, the most capable theories to handle modern workplaces or any workplace are the human resources theories. The latter is dynamic, less-constraining, and adaptable while still allowing workers to respect authority without coercion. Workers are also morally elevated, and their declining emotional contexts are resolved before it becomes problematic. Satisfactory actions and display of resources are rewarded,

encouraging others to do good and propagate robust performance. It is flawed, however, as people do not necessarily perfect being responsible and creative, but somehow, it establishes healthy communication and actualizes self and organizational-improvement...