7.2 Organizational Culture and Communication

Organizational culture 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 shared values, 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 communication channels 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 change management 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