http://tc.eserver.org/dir/Articles/Business-Communication/Organizational-Communication A listing of the most recently indexed works about Articles and Business Communication and Organizational Communication in the field of technical communication. en-us Copyright (c) 2005-08 by the EServer. All rights reserved. tclib-editorial@eserver.org (TC Library Editorial Board) webmaster@eserver.org (Geoffrey Sauer) http://tc.eserver.org/images/newlogo.gif http://tc.eserver.org/dir/Articles/Business-Communication/Organizational-Communication http://tc.eserver.org/35813.html http://tc.eserver.org/35813.html After new product releases or service updates, a torrent of disparate corporate information follows based on the perceived requirements for each team to show their worth. Sales collateral, Marketing webcasts, Support knowledgebase articles, Engineering release notes, and internal reference guides from formal Documentation teams stagger out like drunken sailors looking for their ship after a Cinderella liberty. Add to this meandering information all of the informal input from bloggers, social sites, forums, and independent Web sites, and you have a fog of information to stumble through to find real knowledge and employ best practices for purchased products and services. http://tc.eserver.org/34821.html http://tc.eserver.org/34821.html This article aims to report initial findings about networking in organizational settings in Australia through the use of enterprise social software. http://tc.eserver.org/34850.html http://tc.eserver.org/34850.html Duality arguments are now a common perspective employed in organizational discourse research to avoid the problematic dualism of necessarily prioritizing structure or agency. Despite this considerable philosophical maturity, not all duality approaches are created equal. In fact, duality theorizing in current organizational discourse research has developed into two perspectives— structured in action or acted in structure. This article outlines the characteristics of each research program and provides an illustration of how similar organizational phenomena may be interpreted differently depending on paradigmatic orientation. Then, methodological recommendations and two emerging theoretical myopias—duality and organizing biases—are described to challenge scholars to employ dialectically these seemingly incommensurate perspectives in their theorizing of 21st-century organizational discourse. http://tc.eserver.org/34852.html http://tc.eserver.org/34852.html As a professional practice and an academic subfield, organizational communication is a relatively recent addition in Brazil, dating primarily from the 1980s. In both arenas, organizational communication developed from the theory and practice of public relations. Much of its design, however, grows out of the particularities and consequences of the Brazilian social, political, and economic context. This article presents a brief profile of the history of public relations and organizational communication in this country. http://tc.eserver.org/33498.html http://tc.eserver.org/33498.html Middle managers interpret experiences and observations of employees and relate them to organizational contexts, practices, and strategies. By analyzing authentic verbal communication between middle managers and employees, this article will draw five conclusions about how interpretational work support organizational goals and values: 1. Middle managers and employees collaborate in interpreting tasks in relation to organizational context; 2. This interpretative work is based on language acquisition: learning the vocabulary of the organization; 3. The managers articulate the process, explicitly defining reality and influencing language use; 4. Employees show expectation of having their experiences interpreted by managers; 5. Employees may challenge managers with competing interpretations. This article will contribute to the study of leadership communication by combining organization communication theory and conversation analytic methodology. The article shows important ways in which middle managers "do leadership": by contextualizing employee actions and bringing employee perceptions in accordance with executive-level perceptions of organizational practices. http://tc.eserver.org/33502.html http://tc.eserver.org/33502.html Studies of influence in organizational settings have tended to concentrate on defining categories of influence based on self-reports and questionnaires. This has tended to decontextualize and generalize the findings and therefore overlooks the inevitably temporally and locally situated nature of all social activity. Using conversation analysis as a methodology and videotaped data of naturally occurring talk, this article seeks to go beyond such taxonomies of influence. More specifically, this article seeks to provide a fine-grained analysis of how subordinates, as well as superiors, can influence decision-making episodes of talk. It is also argued that the results of such research can be fed back into practice and ultimately can be of help in allowing better decision-making practices. http://tc.eserver.org/33503.html http://tc.eserver.org/33503.html Humor and laughter are emotion-involving activities that can be jointly constructed in interaction. This article analyzes instances of joint laughter in leader-member meetings where laughter may or may not be associated with humor. The method applied is conversation analysis in which the focus lies on laughter's role in the microlevel organization of interaction. The results show that the instances of laughter do not occur in accidental locations but are clearly connected to specific activities. First, humor and laughter can be strategically used by team leaders to create collegiality and a good working atmosphere in their teams. Second, laughing together is connected to closing down a topic or a phase in a meeting in a way that displays mutual understanding. Third, shared laughter initiated by team members appears to be a resource that can be used to reduce tension in challenging situations such as the accomplishment of difficult tasks or the treatment of delicate topics. Finally, laughing together can be used to do remedial work in problematic or conflicting situations. Ultimately, joint laughter appears to be a resource that can be used to improve the task performance and, through this, the achievement of the goals of the organization. http://tc.eserver.org/32205.html http://tc.eserver.org/32205.html Who is writing all the documents that organizations produce? The typical answer: Anyone who has a keyboard. But not everyone with a keyboard has the skills required to create the quality documents that ultimately fall into the hands of customers and regulators. Nor does everyone who is asked to write these important documents have the desire—or time—to perform such tasks. http://tc.eserver.org/31980.html http://tc.eserver.org/31980.html On the first day of Nikki's undergraduate seminar, Organizing Work, she Oasks students to list the idioms and phrases commonly used to make sense of the 'work' experience. She shares the example of her father repeat- edly using the phrase 'daily grind' when she was growing up (important to note, he was not referring to the ubiquitous Starbucks of today). Slowly but surely, the chalkboard fills with an array of idiomatic expressions: 'on the clock,' 'work like a dog,' 'all work and no play makes Jack a dull boy,' 'work your fingers to the bone,' 'all in a day's work,' and a host of others, including the Marxian favorite, 'a fair day's pay for a fair day's work.' Students are asked to reflect on the meanings embedded within the list and how language constitutes cultural meanings and values of work. As such an exercise should make abundantly clear, work and meaning would seem to be central to our study of organizational communication. Our talk about work both embodies and structures individual and social under- standings, attitudes, and actions. Yet, the meanings associated with work and the notion of work as meaningful have not been foci of study within our dis- cipline. Indeed, the term work is not even indexed in the New Handbook of Organizational Communication (Jablin and Putnam, 2001), and a search of the EBSCO database found not a single article with work and either meaning or meaningful in the title in a communication journal. Given contemporary devel- opments that make work more central to people's lives as well as less secure, the question of what work means to people and how such meanings contribute to or detract from a sense of purpose or dignity in people's lives is important to consider. http://tc.eserver.org/31682.html http://tc.eserver.org/31682.html In this introduction to the special issue, the editors question the still-prevalent dichotomy of power and resistance when studying organizational politics. They begin by tracing the evolution of power and resistance in critical scholarship. Then, they propose that because of changing workplace dynamics, power and resistance are increasingly intertwined. More nuanced concepts are required to describe this. Finally, they argue that power and resistance should be considered as a singular dynamic called struggle. http://tc.eserver.org/31690.html http://tc.eserver.org/31690.html This article argues for the theoretical and practical incorporation of aesthetic sensibilities into the communicative management of hybrid organizing. Using Dewey's Art as Experience as a conceptual framework, it explores imaginative and aesthetic practices as knowledge-producing resources for organizing and social change. The analysis centers on the complex and contradictory ways that artful capacities and instrumental rationalities interweave to achieve the organizational order of a collaborative art studio. Using discourses from multiple stakeholders, this article examines in detail three themes: art as creation and vocation, art as ephemeral integration, and art as survival and social change. Findings are discussed in the context of other scholarship committed to recovering and fostering alternative logics for organizing. http://tc.eserver.org/31521.html http://tc.eserver.org/31521.html Organizational communication is centered on inspiring and managing change, so it makes sense that communication professionals are seeing a more critical role for research in understanding and reaching their most important stakeholder relationships (employees, customers, suppliers, dealers, etc.). When a company is undergoing significant changes (i.e., a merger, acquisition, slumping sales, a product launch), research can pinpoint exactly where the issues and communication needs are. Oftentimes, such information is considered and then only used in limited ways. So how does a company proceed in bringing research results to life? It’s important to review how the research and tactical elements of communication vehicles are matched up. http://tc.eserver.org/30739.html http://tc.eserver.org/30739.html If one of the principal goals of critical organization studies writ large is the increased democratization of organizing processes, and if communication is key to that democratization, how does postcolonial theory enable us to rethink the relationship between communication and democracy?